To move beyond simple hiring numbers, Danish organizations should focus on metrics that reflect true integration and long-term health. Regarding retention, companies should monitor the turnover rates of neurodivergent employees compared to the general workforce. High turnover often signals a lack of suitable working conditions or inadequate support systems. Additionally, tracking internal mobility and career progression helps determine if neurodivergent talent is being actively developed and promoted within the company structure.
To measure psychological well-being, organizations should utilize engagement surveys that include specific questions regarding psychological safety and perceived inclusivity. Collecting segmented data can reveal if neurodivergent staff feel truly supported and valued by their management. Monitoring patterns of sickness absence is also vital, as unusual patterns in absenteeism can be an early indicator of burnout or sensory overload. Furthermore, tracking the effectiveness and frequency of workplace accommodation requests provides insight into whether support systems are actually meeting individual needs. By analyzing these specific indicators, companies can move from simple compliance to building an inclusive environment that supports the mental health and professional success of all employees.
