The WIN Best Practice Guide has been developed to support organisations, educators and policy makers in creating more inclusive pathways for neurodiverse people in education, training and employment. Its main goal is to identify effective best practices across partner countries and translate them into practical guidance that promotes equal participation, values individual strengths and removes systemic barriers for neurodivergent adults.
Across all countries involved, best practices are grounded in a shared understanding: neurodiversity should not be approached solely through a medical or deficit-based lens, but recognised as a natural variation of human cognition that brings valuable skills to workplaces, such as creativity, analytical thinking and attention to detail.
In Cyprus, the guide highlights progress in inclusive education and early intervention, alongside growing national strategies such as the National Autism Action Plan. However, limited data collection and weak transition pathways from education to employment remain significant challenges. Best practices here focus on strengthening employer awareness, structured career guidance and workplace adaptations.
In Greece, recent legislation has introduced incentives for inclusive employment and mandatory workplace accommodations. Despite this, high NEET rates and persistent stigma show that implementation still lags behind policy intentions. Good practices emphasise employer training, collaboration with NGOs and flexible working environments tailored to individual needs.
Ireland stands out for its strong awareness-raising initiatives and community-based approaches. Organisations such as Neurodiversity Ireland and social enterprises like Aspire Designs demonstrate how strength-based employment models can create meaningful work opportunities. However, the guide also notes structural policy barriers that may unintentionally discourage employment, highlighting the need for more flexible support systems.
In Italy, inclusive education is well established, supported by a solid legislative framework. Promising employment initiatives, such as neurodiversity programmes in the IT sector, show measurable benefits for both employees and organisations. Nevertheless, inconsistent implementation and limited vocational pathways underline the need for stronger employer engagement and targeted training.
The situation in Poland reveals significant gaps, particularly in employment, where only a very small percentage of autistic adults are professionally active. Best practices identified stress the importance of shifting from a purely clinical approach towards personalised, talent-focused education and stronger parental and institutional support.
Finally, Slovenia demonstrates structured legislative support for disability inclusion, but neurodiversity is not yet explicitly recognised. Research points to employer willingness to learn, suggesting that practical guidance, mentoring schemes and clearer information could substantially improve inclusion outcomes.
Overall, the WIN Best Practice Guide shows that effective inclusion relies on a combination of policy commitment, employer education, personalised support and cultural change. By sharing national experiences, it offers a valuable roadmap for building workplaces where neurodiverse individuals can thrive and contribute fully.