Neurodiversity at Work: A Guide to Empowering Every Employee

And yet 1 in 7 people are neurodivergent. This means they experience, process and interact with the world in ways that differ from neurotypical people. ADHD, autism, dyslexia, dyspraxia and Tourette’s are all forms of neurodivergence, and chances are you already have (or will have) neurodivergent employees on your team.

The question is, is your workplace set up to support them?

When businesses get neurodiversity right, they can tap into a powerful mix of skills, strengths and perspectives. Neurodivergent people often bring creativity, deep focus, pattern recognition, problem solving skills and innovative thinking to the table – the kind of qualities that can give your business the edge it needs in a competitive market.

The key is welcoming and including neurodivergent perspectives rather than expecting people to squeeze into a rigid culture designed around neurotypical ways of working.

So how can leaders promote and encourage neurodiversity in their business? Let’s dive in…

Recruitment  

If you're not considering neurodiversity in your recruitment process, you could be shutting out talented candidates before they even get a chance.

A big issue is the way job descriptions are written. Too many focus on personality traits rather than actual skills, looking for ‘team players’ or ‘great communicators’ instead of what really matters. At best, it's outdated. At worst, it excludes neurodiverse people who may work differently but still excel in this role.

The same goes for mentioning things like Friday night drinks or being a good culture fit. No one should feel pressured into a certain social dynamic just to belong.

Even the interview process can be full of hidden barriers. The way someone makes eye contact, processes questions or communicates under pressure isn't a reflection of their ability to do the job. That's why hiring managers should be trained to recognise and remove unconscious bias, adapt their approach and focus on the important stuff: skills, strengths and potential.

Communication 

Clear communication is key to an inclusive workplace – especially when it comes to supporting neurodivergent employees. If expectations are ambiguous, people can be left feeling unsure, overwhelmed or excluded from the conversation.  

A simple way to help is to give people time to prepare. Sharing meeting agendas in advance allows neurodivergent employees to process information, formulate their thoughts and contribute in a way that plays to their strengths. Putting people on the spot might work for some, but for others it's a surefire way to shut down their best thinking.

Flexibility is also key. Not everyone thrives in the same conditions – so why force them to? Recording meetings or sharing transcripts ensures people can engage with the information in a way that works for them. Allowing employees to keep their cameras off or contribute via chat instead of speaking up in meetings can also make a big difference in making them feel comfortable and included.  

Culture  

Building an inclusive workplace isn't just about policies and processes – it's about shifting mindsets. Making a conscious effort to raise awareness around neurodiversity helps challenge outdated perceptions, encourages people to be more open to different ways of working and reminds us that our differences are our strengths. When we understand and embrace neurodiversity, we can create a workplace where everyone can thrive.

Here's how you can make it happen:

• Train managers to support neurodivergence with the right adjustments and understanding
• Deliver companywide training on different cognitive styles to help everyone understand how we process and communicate in different ways
• Raise awareness around unconscious bias to stop outdated assumptions from shaping decisions
• Introduce resource groups where employees can connect, share and support each other
• Invite neurodivergent employees or guest speakers to share their experiences and break down stigma
• Recognise and celebrate different ways of working. Encouraging diverse approaches to problem solving helps drive innovation and makes your workplace stronger

Remember – the more we embrace and celebrate difference, the stronger our teams, cultures and businesses will be.  

Environment 

For many neurodivergent employees, harsh lighting, loud noises and strong smells can be overwhelming. Creating a workspace that isn't a sensory overload starts with one simple step – asking people what they need. Small changes like quiet spaces, dimmable lighting or allowing noise cancelling headphones can make a huge difference.

Tech could also help. AI tools can support writing and communication, while offering a budget for ergonomic equipment like chairs, lighting or keyboards can make home working setups more inclusive.

Flexible working is just as important. People thrive at different times of the day, so focus on output rather than hours spent online. The more flexibility you can offer, the better your team can perform.  

Innovation starts with inclusion

A diverse workforce brings strength, creativity and fresh perspectives – driving innovation and problem solving. By making your workplace more inclusive and adaptive, you're empowering everyone to unlock their full potential and setting your business up for long-term success.