Published during Learning Disability Week (14-21 June), the 2026 edition of LTC’s Neurodiversity Guide covers common forms of neurodivergence including dyslexia, dyscalculia, autism and ADHD.
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The free digital guide, titled Building a Neuroinclusive Workforce, is available on the LTC website and includes practical advice on attracting, retaining and supporting neurodiverse talent across licensed hospitality.
New data and insights
Originally released in January last year, the updated version includes new data and insights, with a stronger focus on leadership, senior-level support and creating workplace cultures where neurodivergent people can progress at every level.
Chris Welham, chief executive at LTC, said: “Currently 58% of people working in licensed hospitality identify as neurodiverse. Hospitality is all about its people, and businesses that prioritise neuroinclusion often see more cohesive, resilient teams, with neurodiverse colleagues bringing fresh and innovative perspectives.
“At LTC, we value and celebrate these differences and want everyone to be able to pursue and maintain rewarding careers in hospitality.
“That’s why we’ve developed the second version of our Neurodiversity Guide as a practical up-to-date resource for hospitality managers, supervisors, and teams.”
Practical support
The guide includes step-by-step advice across recruitment, onboarding, retention, team training, leadership and measuring progress.
It covers areas such as simplifying job descriptions, offering accessible interviews and work trials, using structured training, creating sensory-aware environments and supporting staff through change.
It follows growing focus on how hospitality businesses adapt training and leadership for younger teams. Last year, Laine Pub Company managing director Russell Danks told The Morning Advertiser (MA) that 75% of the pubco’s team were under 28, prompting the business to refresh its training initiatives, including investment in neurodiversity leadership training.
LTC said the guide had been shaped through collaboration with industry leaders with lived experience.
Mike Phillips, head of talent attraction at Nightcap, said: “I am both dyslexic and autistic, and I genuinely believe I am in the position I am today because of, not despite, those traits.
“Hospitality suits me because it’s fast-paced, commercially driven and constantly evolving. Neurodivergence hasn’t held me back, it’s shaped how I think, how I lead and how I build high-performing teams. For me, it’s a competitive advantage.”
LTC said the guide was designed to help employers move beyond outdated perceptions and recognise neurodivergence as a natural variation that can contribute to more resilient, innovative and high-performing teams.
