Understanding Neurodiversity in the Workplace
While conversations related to inclusivity often center on race, gender, or ethnicity, cognitive differences are just as vital to creating an inclusive workplace.
Neurodiversity refers to the natural variation in how our brains work, including conditions like autism, ADHD, dyslexia, and more. Rather than framing these as deficits, we can recognize the unique strengths they bring to the table. Providing support for neurodiversity in the workplace isn’t just a legal checkbox: it’s a way to build innovation and resilience amongst teams.
Understanding Different Abilities in the Workplace
Understanding neurodiversity in the workplace starts with learning how different cognitive conditions influence communication, collaboration, and innovation.
Neurodiversity encompasses a wide range of neurological and cognitive differences. Some of the most common conditions include autism, ADHD, dyslexia, dyscalculia, dyspraxia, and Tourette’s syndrome, among others. These conditions can impact a person’s ability to communicate, socialize, focus, and process information. However, they can also provide unique strengths and perspectives that can be valuable in the workplace.
It’s important to recognize that these differences are not disabilities or shortcomings, but rather part of the natural variation in human cognition. By understanding these differences, employers can better support their employees and create a more inclusive workplace.
Employers benefit from being able to identify how these differences impact work and the workplace overall. This may mean making accommodations, training, or shifting how feedback and information is presented to ensure transparency and understanding.
How do Different Companies Work to Help Employees?
Microsoft:
Created the Neurodiversity Hiring Program to attract candidates from all walks of life
They provide training and the support needed to ensure neurodivergent candidates thrive
Includes an extended interview processes for people to showcase their unique talents
Includes a transparent interview process to help prepare candidates
SAP:
Created the Autism at Work Program
Provides hiring and workplace support by leveraging the unique abilities of people on the autism spectrum
Offer support to hires, including mentors, coaches, and additional third-party experts
Best Practices for Supporting Neurodiverse Employees
When it comes to managing neurodiverse employees, the key is flexibility, communication, and a strengths-based approach. Some accommodations may include:
Sensory-Friendly Environments
Quiet workspaces and noise-cancelling headphones
Flexible lighting or natural light access
Control over desk setup and temperature
Flexibility and Focus
Flexible hours and/or hybrid and remote work options
Breaks between meetings
Focus tools and programs (Pomodoro Timers, Habitica, Forest App)
Training
Neurodiversity workplace training for teams
Inclusive leadership training for executives and managers
A variety of forms of engagement (i.e. verbal, written, visual)
Customized onboarding processes
Take a Strengths-Based Approach
Moves from “fixing” limitations to identifying and nurturing what people do well
Leverage the unique talents of neurodiverse employees to make sure they thrive
Celebrate authenticity
Ask about specific skills and strengths in onboarding and check-in meetings
By implementing best practices and accommodating neurodiversity in the workplace, employers can make space for employees to perform their best work regardless of their specific needs, skills, and strengths. Not only does this ultimately benefit individual employees, but also the company as a whole, leading to increased productivity, innovation, and employee satisfaction.
Also, keep in mind that support needs vary from person to person, even amongst people with similar diagnoses.
The Challenges of Disclosure
For many neurodiverse employees, one of the biggest hurdles isn’t the particular challenge they are facing, but the fear of disclosing it. Many neurodiverse individuals have faced backlash, including:
1. Being Seen as Less Capable
When someone discloses their condition, they may be underestimated or excluded from promotions, high-stakes projects, or client-facing work despite their performance.
2. Overaccommodation or Infantilization
Sometimes the pendulum swings so far it goes from genuine support to causing additional harm. Employers and colleagues might offer support without asking what an individual might need. This is often caused by unconscious bias towards neurodiversity that leads to the perception that they are fragile or need to be tiptoed around.
3. Increased Micromanagement
Managers may overcompensate while managing neurodiverse employees, unintentionally causing stress or undermining trust, monitoring their work far more than others or assuming they need extra support and oversight. Again, this could be unconscious or conscious.
4. Being Dismissed or Doubted
This is especially true for individuals with “invisible” diagnoses. Coworkers and managers may question the legitimacy of their diagnosis. Comments like “You don’t seem autistic” or “We’re all a little ADHD” are invalidating and dismissive.
5. Social Exclusion
Colleagues might begin to avoid casual interactions out of fear of what to say or how to act, leading to isolation.
6. Retaliation or Career Roadblocks
A worst-case scenario where disclosure results in subtle (or not-so-subtle) retaliation via fewer promotions, poor performance reviews, or being passed over for opportunities without a specific reason.
Regardless, employers shouldn’t (and can’t) pressure anyone to disclose their condition. However, they can create the kind of culture where employees feel safe to share, if they choose to do so.
How Can We Create a Safe-Disclosure Workplace?
Normalize conversations around neurodiversity in team meetings and training.
Lead by example. If a manager shares their own learning style or sensory preferences, it sends the message that differences are okay throughout the organization.
Make the accommodation process transparent by letting employees know who they can talk to, what’s available, and how their privacy will be protected.
Ultimately, the goal of crafting a safe disclosure space is not to be able to “diagnose” or “clock” individuals; rather, it is about understanding the specific ways you can provide support.
Ensure that disclosure is clearly not just a leap of faith—instead, it should build a bridge to more trust.
Resources for Supporting Neurodiverse Employees
The Arc – Employment Initiatives
The Arc is a U.S.-based nonprofit organization that advocates for and supports people with intellectual and developmental disabilities. Through its employment initiatives, The Arc provides job training, placement support, and workplace inclusion resources to help individuals find meaningful employment. The organization also works with employers to promote inclusive hiring practices and create supportive work environments.
Ready, Willing & Able
Ready, Willing & Able is a national program that connects employers with job seekers who have intellectual disabilities and/or Autism Spectrum Disorder (ASD). The program provides support to both employers and job seekers, including job coaching and workplace accommodations.
Disability:IN – NextGen Leaders Initiative
Disability:IN’s NextGen Leaders Initiative connects college students and recent graduates with disabilities to corporate mentors and professional development opportunities. The program helps build pathways to employment through networking, leadership training, and access to inclusive employers committed to disability inclusion.
Partnership on Inclusive Apprenticeship (PIA)
The PIA works to increase access to high-quality apprenticeship programs for people with disabilities, particularly in high-growth industries like tech, healthcare, and finance. PIA collaborates with employers, industry leaders, and apprenticeship programs to ensure these opportunities are inclusive, accessible, and aligned with future workforce needs.
Inclusion Means Everyone
Ultimately, neurodiversity is already part of your team, whether it’s named or not. The question is: are you making room for it, or making it harder?
When organizations invest in understanding, flexibility, and safe disclosure practices, they don’t just support individuals, they unlock the kind of creativity, loyalty, and innovation that comes from people who are finally allowed to work with their brains, not against them.
The future of work is inclusive by design. Neurodiverse employees aren’t liabilities to manage: they’re assets to empower.
So ask yourself: What are you doing today to make space for different minds, different needs, and different strengths?
