Neurodiversity in the Workplace: Steps, Benefits, and Implementation

By now, most people have heard the term “neurodiversity.” It isn’t just a buzzword – it’s an important concept that describes the way human brains are unique. Just like fingerprints, no two brains are alike, and we all process information and experience the world in different ways. 

In the workplace, this kind of diversity can be incredibly powerful. But because traditional workplaces tend to be set up to only support neurotypical people, people with bigger brain differences — known as neurodivergence — often struggle.

In this article, we’ll dive into why a neurodiverse team can improve problem-solving and innovation. We’ll also explore the challenges faced by neurodivergent employees, and offer some actionable strategies to create a work environment that’s inclusive and supportive for all brain types.

What is neurodiversity?

The term neurodiversity describes the wide range of differences in the ways that human brains work, learn, and process information. It’s a framework that allows us to understand these differences as a normal part of human biology and behavior. 

Just like diversity in other areas (like racial diversity or gender diversity), neurodiversity is a gift that makes workplaces — and the world as a whole — better. When people with different brains get together, they’re more likely to be able to solve complex problems and see situations from different perspectives.

We often speak about neurodiversity in terms of neurodivergence, or when people think and experience the world in ways that are different from the “norm.” No two brains are alike, but neurodivergent people may have developmental or neurological differences that make their brains process things differently than “neurotypical” people. 

It’s not about having deficiencies, or about neurodivergent people being “less than” neurotypical people — it’s simply about differences.

– Saya Des Marais, MSW, Therapist-turned-mental health writer

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Research suggests that up to 20% of the U.S. population is neurodivergent, which means that this is an issue that affects everyone. If you’re not neurodivergent yourself, then you likely work with at least one person who is.

The spectrum of neurodivergent conditions

Neurodivergence is often related to autism spectrum disorder (ASD). While people with ASD are one example of neurodivergence, it is far from the only type. 

Some other conditions that can lead to neurodivergence include:

• Attention-deficit hyperactivity disorder (ADHD)
• Tourette syndrome
• Learning disabilities, including dyslexia and dyscalculia
• Intellectual disabilities
• Mental health conditions, including obsessive-compulsive disorder (OCD) and schizophrenia
• Sensory processing disorders

Anyone with a condition that causes brain differences could be considered as being neurodivergent.

What is neurodiversity in the workplace?

Neurodiversity is intertwined with all human experiences, including work. Because of the fact that human brains are unique, and how common it is for people to have differences, every organization will see a wide range of neurodiversity among its employees. 

Some employees may be neurodivergent, which may lead them to think, process information, and experience the world differently. 

Neurodivergence can affect every aspect of an employee’s work performance, including the way they approach problems, organize tasks, and interact with colleagues. It’s important for all workplace leaders to be educated about what neurodiversity can look like, the unique challenges faced by neurodivergent employees, and how neurodiversity can improve your team and organization. 

In addition, most conditions associated with neurodiversity and neurodivergence, including ADHD, autism, and learning disabilities, are protected disabilities. This means there are laws protecting people who live with these conditions from any type of discrimination or harassment in the workplace. 

They may also be entitled to reasonable accommodations to help them succeed in their positions.

Common challenges faced by neurodivergent employees 

Neurodivergent people often face challenges in the workplace. This is not because they are less competent or intelligent than their peers, but because most workplaces are set up with neurotypical people in mind. 

For example, lighting may have been chosen without considering people with sensory processing difficulties. Work style and task expectations cater to people without executive function or organizational challenges. This can make employment uniquely challenging for many neurodivergent people.

Some of the most common challenges faced by neurodivergent people at work include:

• Sensory sensitivities can make bright lights, loud noises, and crowded spaces overwhelming and distracting.
• Communication difficulties, like interpreting social cues or expressing themselves verbally, which can hinder collaboration and socialization.
• Challenges with planning, prioritizing, managing time, adapting to change, or adhering to rigid schedules.
• A desire or need for accuracy can lead to difficulty delegating tasks and high self-criticism.
• The lack of understanding from colleagues and managers, or fear of disclosure due to stigma.

For many neurodivergent employees, the combined effects of these challenges can lead to burnout and difficulty managing work demands.

– Saya Des Marais, MSW, Therapist-turned-mental health writer

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The benefits of embracing neurodiversity in the workplace

Diversity, in any form, makes organizations stronger. When you gather employees who come from different perspectives and experiences, you increase creativity and innovation in the workplace. 

Also, keep in mind that neurodiversity isn’t something you accept or reject — it’s simply a biological fact. By embracing it, rather than denying it or trying to fight against it, you can help all employees bring their best everyday and build a happier, more productive team.

Some of the benefits of embracing neurodiversity in the workplace include:

More creative solutions

You’ve probably heard the common phrase, “to get another set of eyes” on something. We instinctively understand the benefit of having multiple perspectives on a problem to get more creative and innovative solutions.

Neurodivergent employees are often able to offer different perspectives that neurotypical people simply don’t see. They can think outside of the neurotypical “box” and come up with unique solutions.

Positive work environments

Embracing neurodiversity means accepting and celebrating every employee for their unique contributions and perspectives. This helps to build psychological safety in your workplace, where employees feel comfortable taking risks, giving feedback, and bringing their full selves to work. 

A psychologically safe workplace benefits all team members, not only neurodivergent individuals.

Enhanced productivity 

Embracing neurodiversity can also provide an important boost to productivity among employees. 

Neurodiversity means that people’s brains work in different ways — and if your workplace is set up to only help neurotypical people succeed, then you may unintentionally be creating a situation where neurodivergent people aren’t able to be as productive as they could be. 

By embracing neurodiversity, you help every employee succeed.

Strategies to support neurodivergent employees

Every organization can implement strategies to celebrate neurodiversity and support neurodivergent employees. If you’re not already, consider trying the following to help neurodivergent staff feel supported and productive.

Create inclusive policies

Review workplace policies, and ensure they are supportive of all types of brains, not only neurotypical brains. Just like you would look at other diversity policies to be more inclusive of people of all racial, gender, or ethnic backgrounds, look at all of your policies and consider how they support people across the spectrum of neurodiversity.

• For example, what is your tardiness policy, and does it need to be as strict as it is? 
• Can you offer flexible schedules for neurodivergent employees? 
• Are there varied seating options available, including standing or walking desks? 

Revising such policies doesn’t only help neurodivergent team members; it can support employees across a wide range of neurodiversity.

Workforce education

You can also work toward educating all employees, especially managers and leaders, about neurodiversity and neurodivergence, and how these issues may impact your whole team (not only neurodivergent workers). 

Unfortunately, although we’ve come a long way, the stigma against neurodivergent individuals remains. By implementing workforce education programs about this issue, you help combat this stigma and help neurodivergent individuals be more understood and supported in your workplace.

Review hiring and recruitment

Stigma affects neurodivergent individuals in every stage of the employment process, starting from recruitment and hiring. 

Recruitment and hiring processes are typically created with neurotypical people in mind, which may mean that neurodivergent people are at a disadvantage from the moment they come into contact with your organization. 

Review hiring and recruitment policies, and ensure they are inclusive of people of all brain types. For example, some neurodivergent people may have difficulties reading social cues, which may present challenges during the interview process. 

Be considerate of these differences, and make sure that implicit biases against neurodivergent candidates will not affect their hireability.

Offer tailored accommodations

Many conditions that lead to neurodivergence are protected disabilities under the American Disabilities Act (ADA). This means they’re protected from any workplace discrimination and harassment, and are legally entitled to reasonable accommodations that they need to perform well at work. 

In other words, offering accommodations isn’t a favor you’re doing for neurodivergent employees — it’s their legal right.

– Saya Des Marais, MSW, Therapist-turned-mental health writer

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If you know that a neurodivergent employee is struggling, work with them to come up with creative solutions. What would help them be able to focus and succeed? 

For example, do they need a flexible start time? 

Do they need a hybrid-remote work schedule to allow them to keep up with treatment? 

By offering tailored accommodations, you can ensure that your neurodivergent employees are as successful as they can be at work — which helps both them and the organization.

Provide professional support

Lastly, some neurodivergent people may benefit from professional support to help manage their condition. For example, people with ADHD may need therapy, coaching, or medication to manage symptoms and be able to focus at work. 

People with mental health conditions like schizophrenia or OCD also require treatment.

As workplace leaders, you can ensure that these individuals have access to necessary professional support. By law, all health benefits should cover behavioral and mental health. 

You can also consider additional options, such as employee assistance programs (EAPs) and access to corporate mental health solutions like Calmerry.

Final thoughts

Neurodiversity represents a spectrum of brain differences. The more neurodiverse a team is, the more creative its members can be. But because standard workplaces are set up for neurotypical people, neurodivergent employees may have a difficult time. 

Ensure that every employee can be productive and successful, regardless of where they fall in the range of neurodiversity. Offer accommodations, create inclusive policies, and consider workplace mental health solutions to support their needs.

A word from Calmerry

For companies seeking a comprehensive mental health solution to support their neurodivergent employees, Calmerry offers a wide range of services tailored to individual needs. 

Our platform provides access to experienced and trained therapists, counselors, and coaches who specialize in supporting individuals with ADHD, autism spectrum disorder, and OCD. Any employee can benefit from the professional support and guidance of a licensed professional.

Through video sessions, messaging, and a range of therapeutic approaches, Calmerry empowers employees to manage their mental health, develop coping strategies, and reach their full potential in the workplace. 

Let’s talk about your and your team’s needs to tailor a personalized solution for you.