Neurodiversity in the Workplace: Benefits, Challenges & How to Create Neuro-Inclusive Environments
- Kaitlyn Boudreault
- Aug 13, 2024
- 9 min read
Updated: Oct 21, 2025
When envisioning workplace inclusion, do you consider accessibility, disability, and neurodiversity?
If your answer is no, you’re not alone.
Companies can significantly benefit from embracing neurodiversity and fostering neuro-inclusive work environments. When neurodivergent employees are supported, not just accommodated, they often bring fresh perspectives, creativity, and problem-solving skills that benefit entire teams.
Despite the advantages of incorporating neurodiversity into your inclusion policies, the unemployment rate for neurodivergent adults is as high as 30-40%.
Moreover, a survey of Fortune 500 companies revealed persistent discriminatory hiring practices that prevent neurodivergent people from getting and staying employed. Despite 90% of respondents being willing to hire someone with a physical disability, only 20% of these companies reacted positively to hiring applicants with neurodivergence or mental disabilities.
Despite these abysmal numbers, the good news is that workplaces are constantly evolving, and there is potential for meaningful change by integrating neurodiversity into your policies to create more inclusive environments.
This guide explores how to create environments where all minds can thrive by understanding what neurodiversity means, the barriers neurodivergent employees face, and the practical steps organizations can take to foster real inclusion.
Looking to make your workplace more inclusive? Explore our Neurodiversity-Affirming Coaching or Workplace Consultation Services.
What is Neurodiversity in the Workplace?
At its core, neurodiversity refers to the natural variation in the way our brains function, think, perceive the world, process information, and develop.
It is about honouring the natural spectrum of human brains, each with unique patterns of attention, communication, and creativity. In the workplace, this means recognizing that there is not one right way to think, focus, or collaborate.
Many employers are starting to realize that traditional performance metrics, like eye contact, multitasking, or rigid schedules, do not capture everyone’s potential.
Quick Fact: Around 15–20% of people are neurodivergent. This means someone on your team likely is. Can you identify one workplace policy that could unintentionally exclude them?
Understanding Neurodivergence and Neurodivergent Employees
The term neurodivergent was coined around 2000 by autistic advocate Kassiane Asasumasu. Neurodivergent refers to individuals whose neurocognitive functioning diverges from societal norms regarding brain functioning. This can include differences in attention, learning, sensory processing, or social interaction.
Asasumasu emphasized using neurodivergent as an inclusive term. These variations are not inherently negative. They simply represent different ways of experiencing and engaging with the world.
Some neurotypes, like AuDHD, combine neurodivergent identities. Conversely, individuals whose cognitive functions align with societal norms are deemed 'neurotypical."
When organizations recognize these differences as strengths rather than limitations, they create environments where neurodivergent employees can show up authentically, reduce masking, and perform at their full potential.
Is Neurodivergence a Disability?
This question often sparks debate, and the answer to whether neurodivergence is classified as a disability can depend on context.
Under disability law, neurodivergence may be recognized as a disability when it impairs an individual's daily functioning or work performance.
However, when you ask neurodivergent individuals, some may identify as disabled, while others may not. Some may see their neurology as disabling, which is the medical model of disability.
Others, within the neurodiversity movement, may see their disability through the social model, where people are seen as disabled more by barriers and bias than by their neurology itself.
In other words, when workplaces remove unnecessary barriers, many neurodivergent traits become assets rather than obstacles. Therefore, it becomes the responsibility of the workplace to eliminate these barriers and enable all neurotypes to thrive.
Each person's identification is nuanced, and it is important to respect individual preferences.
Did you know that 80% of disabilities are invisible, with neurodivergence being defined as an invisible disability.
Reflection: How does your workplace currently define disability? Could it be more inclusive of invisible differences?
Common Barriers Faced by Neurodivergent Individuals at Work
Despite growing awareness, many neurodivergent professionals often encounter various barriers when seeking and maintaining employment. These are not always intentional. Sometimes, they stem from environments designed with only one type of brain in mind.
For instance, a 2017 report from the Public Health Agency of Canada revealed that only 33 percent of autistic adults were employed, compared with 79 percent of their non-disabled peers.
Common barriers neurodivergent individuals face include:
A lack of awareness and understanding regarding neurodiversity
Ambiguous and unclear communication
The necessity to mask neurodivergent traits to adhere to social norms
Professional biases that overlook neurodivergent traits
Fear of rejection, which may limit job applications.
These challenges often manifest during the interviewing and selection processes. Hiring managers might believe the myths regarding autism or ADHD, or misinterpret a candidate's lack of eye contact as unprofessional.
Since neurodivergent individuals may be less likely to make eye contact, employers might overlook qualified candidates due to these biases. Neurodivergence also encompasses a wide range of experiences, which can further complicate the understanding of neurodiversity within the workplace.
By recognizing these challenges, organizations can move beyond surface-level inclusion efforts and begin redesigning work systems in ways that work for more kinds of minds.
Benefits of Embracing Neurodiversity in the Workplace
Creating a workplace that values neurodiversity provides a competitive advantage. Diverse environments allow neurodivergent individuals to excel, which enables teams to achieve diverse outcomes.
Neurodivergent individuals bring unique strengths to the workplace, including:
Creativity: Neurodivergent individuals often identify complex connections that others may miss, leading to innovative problem-solving.
Diverse Perspectives: Neurodivergent individuals' unique way of thinking offers valuable insights.
Loyalty: Neurodivergent employees are generally more inclined to remain with an employer, increasing retention rates.
Improved Team Productivity: According to Deloitte, teams with neurodivergent members tend to be more productive.
Furthermore, workplaces implementing neurodiversity inclusion initiatives often experience improved company culture, enhanced morale, and better leadership.
How to Build a Neurodiversity-Friendly Workplace
A neuro-inclusive workplace actively values neurodiversity and promotes the inclusion of neurodivergent individuals throughout hiring and retention processes. Building such an environment requires time, effort, and a critical review of current processes to identify areas for improvement.
Enhance Understanding of Neurodiversity
Offer ongoing company-wide awareness training that educates employees about neurodiversity, its benefits, and how to remove barriers for neurodivergent colleagues.
Ideally, this training should be facilitated by individuals with lived experience. This approach educates managers and empowers neurodivergent employees to better understand their struggles and seek accommodations.
Create an Accessible Guide on Accommodations
A lack of information about available accommodations poses a significant barrier for neurodivergent employees. A clear guide outlining the accommodation process should be accessible to all employees. An effective policy should only require a formal diagnosis if it is necessary to access support.
Foster Flexibility
Flexibility in accommodation processes is crucial because many individuals face barriers when seeking a formal diagnosis. Adopting flexible policies enables a wider range of individuals to access the support they need. It also benefits all employees, as they can structure their workdays and work location according to their productivity peaks.
Listen to Employee Feedback
The best way to identify areas for improvement is by directly engaging with employees affected by workplace policies. Solicit employee input on accommodations, support, and inclusion, and encourage employees to create personalized "employee manuals" detailing their needs, communication styles, and strengths.
Revise Traditional Hiring Practices
Traditional hiring processes often rely heavily on verbal communication, which may not effectively showcase a candidate's strengths. Consider implementing alternative hiring procedures that allow candidates to choose how they demonstrate their skills, such as:
Paid on-the-job practice weeks or training
Group tasks
Presentations
Creative demonstrations of skills
In the job description, consider including this statement encouraging applicants from diverse backgrounds: “Research suggests that qualified women, Black, Indigenous, and People of Color (BIPOC), LGBTQ+, disabled, and other marginalized groups may self-select out of opportunities if they don't meet 100% of the job requirements. We encourage individuals who believe they have the skills necessary to thrive to apply for this role.” This increases the likelihood of attracting a broad range of qualified candidates.
Top Accommodations to Support Neurodivergent Employees
Many neurodivergent employees find that rigid accommodation processes present significant obstacles to their success. Creating policies that allow neurodivergent individuals to self-identify as disabled for accommodations could help minimize these barriers.
Examples of accommodations for neurodivergent employees (expand for 50 accommodations):
A quiet workplace to reduce distractions
Noise-cancelling headphones
Extended time for assignments or tests
Opportunity for microbreaks for focus [use this video for focus]
Flexible work hours
Condensed work weeks
Clear, direct communication free from ambiguity and sarcasm
Alternative communication methods (e.g., chat, email, visual cues)
Frequent feedback
Shortened meetings
Dimming lights
Access to neurodiversity coaching
Mental health days
Regular check-ins with supervisors
Planning software or task management tools
Automatic reminders for deadlines
Assistive technology (screen readers, text-to-speech, etc.)
Quiet zones or private workspaces
Adjustable seating or ergonomic chairs
Standing desks
Reduced or adjustable sensory stimuli (colours, scents, temperature)
Visual schedules or calendars
Clear written instructions for tasks
Option to record meetings or access transcripts
Reduced multitasking expectations
Job carving or customized role responsibilities
Pre-meeting agendas
Extended onboarding/training periods
Shadowing opportunities before independent work
Peer mentoring or support groups
Option to work remotely part-time or full-time
Use of noise-masking machines (white noise, soft music)
Priority parking or accessibility accommodations
Access to mindfulness or relaxation spaces
Scheduled breaks for meals
Support with time management strategies
Written meeting notes or summary emails
Clear escalation paths for questions or concerns
Reduced interruptions from managers or coworkers
Allowing headphones or personal music while working
Visual project boards (Kanban, Trello, etc.)
Small team or one-on-one meetings instead of large groups
Task batching to reduce context-switching
Access to professional development on executive function skills
Quiet or private phone/video call spaces
Reduced reliance on verbal memory for instructions
Support in negotiating workload or deadlines when overwhelmed
Implementing policies for accommodations in the workplace helps neurodivergent individuals understand what support is available to aid in their success.
Tips for Neurodivergent Individuals in the Workplace
Navigating work as a neurodivergent individual can be challenging, but there are strategies to ease the selection, hiring, and retention processes. Here are some helpful suggestions:
Request Accommodations: Start by consulting your HR department or reviewing your company's policies on accommodations to understand the support options available to you.
Establish a Routine: Due to uncertainty, neurodivergent individuals, especially autistic people, can struggle. Setting up a consistent routine for waking, meals, work, breaks, and sleep provides structure and minimizes distractions.
Align with Your Strengths: Focus on a career that leverages your unique strengths. If you have strong creative skills, consider graphic design. If you excel at analysis, accounting might be a fit. If you are passionate about mental health, explore a role in therapy or coaching. Self-employment might also suit you, allowing for more control over your work environment.
Manage Sensory Overload: Work environments may not be suited for neurodivergent needs, leading to feelings of inadequacy. Use positive affirmations to counter self-doubt and help manage sensory overload in challenging environments.
Spend Time Unmasked: Many neurodivergent individuals feel pressured into masking or hiding their neurodivergent traits at work, which can be exhausting and lead to burnout. Seek spaces where you can authentically express yourself without fear.
Create a Workspace with Visual Aids: Design a clutter-free and distraction-free environment tailored to your sensory needs. Use visual tools, such as colourful pens and fidget items, to foster focus while keeping reminders about details visual.
Explore Neurodivergent-Friendly Job Pools: Resources like Mentra and Specialisterne connect neurodivergent individuals with job opportunities that prioritize accommodating environments.
Identify Neurodivergent-Friendly Job Fields: Certain sectors may align better with neurodivergent strengths, including technology and IT, data analysis, cybersecurity, graphic design, research, virtual assistance, technical writing, and content creation. Choose paths that resonate with your skills and interests.
Neurodivergence and Entrepreneurship
If traditional employment proves challenging, self-employment might allow you to create a work environment that aligns with your needs.
Resources for ND Entrepreneurship
Rise is a national organization that empowers individuals facing mental health and addiction challenges to achieve greater social and economic inclusion through entrepreneurship. They offer training, mentorship, micro-financing, and customized support to help individuals build essential skills and access the capital needed to start a small business.
The Canada 2SLGBTQI+ Chamber of Commerce (CGLCC) is an excellent resource for individuals who identify as LGBTQ+ and neurodivergent. This organization is dedicated to uniting and advocating for over 100,000 2SLGBTQI+ owned and operated businesses in Canada. As a member, you will gain access to webinars and networking events with other 2SLGBTQI+ professionals and businesses.
The Neurodiversity Hub offers programs and resources to support neurodivergent individuals navigating the entrepreneurial journey. They help develop an entrepreneurial mindset, understand the entrepreneur's life cycle, generate ideas, and build a support network. Additionally, they highlight the journeys of six successful entrepreneurs from the perspective of neurodivergent individuals.
Neurodiversity-affirming coaching and therapy provide support and guidance for individuals navigating the entrepreneurial journey with the help of coaches and therapists who value neurodiversity. They view brain variations as assets that enrich the world. Professionals address ableism and systemic issues in society, focusing on societal barriers as the issue.
Book a Free Consultation With Blue Sky Learning
The Blue Sky Learning team embodies values of compassion, empathy, and person-centered care.
Are you a neurodivergent individual looking for coaching or therapy to navigate workplace challenges? Or are you a workplace leader seeking to create a more neuro-inclusive workplace?
Book a free 20-minute consultation with a member of the Blue Sky Learning team by emailing hello@blueskylearning.ca or following the link below.
Comments