As organisations continue to evolve their approach to inclusion, Neurodiversity Celebration Week 2026 offers an important opportunity to reflect on how we support neurodivergent employees - including those who travel for work.
While business travel can be stressful for anyone, it often presents heightened challenges for neurodivergent individuals who may experience additional sensory, communication or planning-related barriers.
We sat down with Katie Blount, our Director of People Experience, and Ashleigh Jackson, our Senior L&D Consultant, to explore the realities neurodivergent travellers face, how travel managers can better support them and what meaningful best practice looks like in our industry today.
Understanding the challenges neurodivergent travellers face
One of the biggest barriers to supporting neurodivergent travellers is that most neurodivergent conditions are invisible. As Katie explains:
"Many neurodivergent conditions are non‑visible, making it difficult for travel managers and suppliers to identify when travellers may need additional support. Many individuals also mask their symptoms, meaning they may not feel comfortable voicing their needs, or may not realise that accommodations are available.”
This invisibility can lead to uncertainty on both sides. Travellers may stay silent about their needs, while travel managers struggle to anticipate how to provide the right support. That’s why education and awareness are essential.
At Clarity, one practical step has been the adoption of the Hidden Disabilities Sunflower Scheme for our own travellers. The discreet sunflower symbol allows individuals to indicate that they may require patience, additional help, or extra time, without needing to verbally explain. This small gesture has made a tangible difference in creating a more understanding experience for travellers in airports, hotels and public spaces.
Last year, our Account Management team also hosted a Knowledge Exchange session for travel managers specifically on neurodiversity, sparking crucial conversations and inspiring several customers to adapt their programmes more inclusively.
What travel managers need to know
With estimates suggesting that 15–20% of people identify as neurodivergent, chances are that every organisation already has neurodivergent travellers, whether they’ve disclosed it or not.
Ashleigh highlights a key message: “There is no one‑size‑fits‑all approach. Each neurodivergent traveller may have different needs, so accommodations should be offered on an individual basis.”
Key considerations for travel managers include:
- Build awareness and education across travel teams and bookers.
- Take reasonable adjustments seriously, with flexible options built into policies.
- Offer personalised booking choices - such as direct flights, quieter travel times or preferred seating.
- Provide clear, detailed pre-trip information to help reduce anxiety.
- Encourage open communication so travellers feel safe discussing their needs.
What good practice looks like in real life
Best practice starts long before departure. Ashleigh recommends:
- Proactive communication so travellers know exactly what to expect.
- Involving neurodivergent employees in reviewing or creating travel policies.
- Consistent support throughout the entire journey, not just before a trip begins.
- Internal training to ensure bookers, managers and travel teams understand neurodivergent needs and respond appropriately.
This holistic approach ensures neurodivergent travellers feel supported from booking to return.
Examples across the industry
The travel industry is taking notable steps to better support hidden disabilities, and many suppliers now participate in the Hidden Disabilities Sunflower Scheme, offering consistent recognition of the sunflower symbol across the business travel industry.
While the scheme isn’t exclusive to neurodivergence, many neurodivergent conditions fall within the 912 recognised hidden disabilities, making it an invaluable tool for discreet, effective support.
Adapting policies to better support neurodivergent travellers
At Clarity, we know policy change must be informed by lived experience. That’s why we’ve introduced our Neurodiversity (ND) Network - helping us build a more inclusive workplace and ensuring our policies reflect real needs.
Katie highlights several essential components or allowances of a neurodivergent‑friendly travel policy, or ways to support neurodivergent travellers:
Flexible travel options
- Avoiding connections
- Choosing quieter flights or times
- Selecting preferred or predictable seating
Clear, accessible communication
- Detailed itineraries
- Visual guides
- Advance notice of any changes
Structured adjustments process
- Sensory‑friendly hotel rooms
- Early boarding options
- Quiet spaces during events or conferences
Training and awareness
- Ensuring bookers, managers and travel teams understand neurodivergent needs
- Delivering consistent support across every stage of the journey
Building a more inclusive future in business travel
Neurodivergent travellers deserve the same confidence, comfort and clarity as any other traveller, and small changes across policies, processes and culture can make an enormous difference.
At Clarity, we’re committed to continuing this work and ensuring neurodiversity is not just recognised, but embedded into the way we support all travellers.
If you’d like support reviewing your organisation’s travel programme with neurodivergent employees in mind, our teams are always here to help – get in touch!
