How to get line managers on board with neurodiversity

It says here, as an HR team, we are very supportive and encouraging of creating a diverse workforce, including employees with neurodiverse conditions. However, our main challenge is in line manager buy-in. For the reason you touched upon, candidates being the right fit for their teams. That's a phrase I already said, we've heard a lot, and this is obviously the same for this team here. Do you have any guidance as to how we can best approach this barrier? So recruiting managers, line managers saying, look, I'm all for neurodiversity, but at the end of the day, we need someone that fits within our group, that fits within our team, that we don't have to do special things for and cater for. What's the best way to talk to those managers? I think the first thing that came to mind is around the use of data. So showing people the benefit of having that diversity of thought within a company or within a team can be really helpful, whether that's data you have internally. So you may have surveyed your population already, and you may be able to see what the experiences are of those neurodiverse employees. That is a really good way to start the conversation around, look, this is the experience, this is what's happening with our neurodiverse employees, let's start to build that buy-in, let's start to actually make it more inclusive within your teams as well. But also awareness sessions, having a session just as this, but maybe focusing on individual conditions, they can really highlight the strengths of having that kind of diversity within those teams as well. Because like I said, the focus is often on difficulties, and it's going to create more work for managers. But with simple changes, it isn't necessarily that burden that maybe people might just think it will be, but actually there's a lot of strength to creating those diverse teams.