How To Support Neurodiversity in the Workplace

We’ve all been in meetings where the same ideas keep circulating, the same approaches get recycled, and innovation feels… well, stagnant. Now imagine bringing fresh perspectives into that room—minds that process information differently, spot patterns others miss, and approach problems from entirely new angles.

That’s the power of neurodiversity in the workplace. And if you’re not already thinking about how to harness it, you’re missing out on one of today’s most significant talent opportunities.

What exactly is neurodiversity?

Let’s start with the basics. Neurodiversity—a term introduced by sociologist Judy Singer in 1997—refers to the different ways people communicate, learn, and socialize due to biological differences in the brain.

When we talk about neurodivergent individuals, we’re referring to people whose brains work differently from what’s considered “neurotypical.” This includes conditions like:

• ADHD (Attention Deficit Hyperactivity Disorder)
• Autism spectrum disorders
• Learning disabilities such as dyslexia and dyscalculia
• PTSD (Post-Traumatic Stress Disorder) and other mental health conditions
• Tourette’s syndrome

Here’s what might surprise you: An estimated 1 in 5 people worldwide are considered neurodivergent.¹ Even more striking? A whopping 50% of Gen Z identifies as neurodivergent.² As this generation enters the workforce, the question isn’t whether you’ll encounter neurodivergent employees—it’s whether you’ll be ready to support them.

The hidden challenges neurodivergent employees face.

Despite growing awareness, neurodivergent professionals still face significant workplace challenges. Many resort to “masking”—essentially hiding their differences to fit in better with colleagues. While this might seem like a reasonable coping strategy, it comes at a steep cost:

• One-third of neurodivergent employees say their work experience has negatively impacted their mental well-being.³
• Neurodivergent individuals are more likely to report feeling exhausted and lonely compared to their neurotypical colleagues.⁴
• The mental energy required for masking can lead to decreased productivity, depression, and anxiety.⁵

But here’s the real kicker: many neurodivergent employees face a catch-22 situation. To succeed, they often need workplace accommodations and greater organizational awareness of neurodivergence. Yet research from the UK reveals that:

• 65% of neurodivergent employees fear discrimination from management if they disclose their condition.
• 55% fear discrimination from colleagues.⁶

Meanwhile, traditional workplace environments—with their bright lights, constant noise, and rigid scheduling—can prevent neurodivergent employees from performing at their best. It’s like asking someone to run a marathon while wearing shoes that don’t fit.

It’s no wonder neurodivergent people face significant employment barriers.⁷ Consider this: unemployment for college-educated individuals with autism is as high as 85%.⁸

The business benefits of embracing neurodiversity at work are real (and impressive).

Now for the good news: organizations that embrace neurodiversity and successfully integrate neurodiverse talent don’t just do the right thing—they see tangible business benefits.

Enhanced performance and productivity.

• Greater accuracy: Some neurodivergent employees excel at detail-oriented work, pattern recognition, and complex processes—making them particularly valuable in cybersecurity, data analysis, and software engineering.⁹
• Improved productivity: Research suggests teams with neurodivergent professionals can be 30% more productive than those without them.¹⁰
• Increased innovation: Neurodivergent employees’ unique thinking processes often lead to original, creative solutions—especially valuable in design, video production, and advertising.¹¹

Organizational benefits.

The advantages extend beyond individual performance:

• More effective teams: Studies consistently show teams that include neurodivergent people outperform those that don’t.¹²
• Higher loyalty and retention: Neurodivergent workers tend to stay longer with supportive organizations.
• Improved overall morale: Organizations hiring neurodivergent workers report better employee morale and positive cultural impacts.¹³
• Enhanced reputation: Many neurotypical employees feel proud working for inclusive organizations that embrace different ways of thinking.

How to support neurodiverse employees.

Embracing neurodiversity doesn’t require a complete overhaul—it starts with small, intentional steps toward inclusion. Begin by examining your current practices through a neurodiversity lens. Where might you be inadvertently creating barriers? What simple accommodations could you implement immediately? Then use these seven tips to create a roadmap to better support neurodiverse employees.

Get leadership on board.

Like any successful initiative, building a more neuroinclusive culture needs champions at the top. Ensure senior leaders understand the business case and create psychological safety for all employees to be themselves.

Raise awareness throughout your organization.

Help your teams understand neurodivergence through:

• Awareness campaigns that explain different neurotypes and dispel common myths.
• Training programs for managers on how to supervise and collaborate with neurodivergent team members.

Make smart workplace accommodations.

Simple changes can make a huge difference:

• Create quiet spaces and sensory-friendly environments.
• Offer noise-cancelling headphones.
• Adjust lighting options.
• Provide flexible seating arrangements.

Rethink your hiring process.

Traditional interviews often favor neurotypical communication styles. Consider:

• Focusing on job-relevant abilities rather than interview performance.
• Simplifying job descriptions by focusing on essential skills rather than vague “soft skills” (e.g., “excellent communication skills”). 
• Offer alternatives to traditional interviews (e.g., working interviews, skill assessments).
• Providing interview questions in advance, allow written responses, or offer sensory-friendly spaces if on-site.

Expand your benefits package.

Support neurodivergent employees with:

• Workplace mental health resources including mindfulness apps and cognitive behavioral therapy tools.
• Flexible work arrangements like remote work options or compressed schedules.
• Sensory management support to help employees manage overstimulation.

Create support networks.

Establish mentoring programs and Employee Resource Groups (ERGs) where neurodivergent employees can connect with peers and access resources.

Partner for comprehensive support.

Consider working with external organizations to create dual support systems—one focused on workplace success and another on personal life skills that help employees bring their best selves to work.

The future is neurodiverse: whether we’re ready or not.

Here’s the reality: By 2030, Gen Z is expected to make up 30% of the workforce, and its members are significantly more likely to identify as neurodivergent than previous generations.¹⁴ Organizations that start adapting now will have a competitive advantage in attracting and retaining this talent.

But beyond the business case, there’s something fundamentally powerful about creating workplaces where every mind can thrive. When you stop asking people to conform to a one-size-fits-all model and start celebrating the uniqueness each person brings, everyone benefits.

Remember, building a neuroinclusive workplace isn’t just about checking a diversity box—it’s about unlocking human potential that’s been hiding in plain sight. In a world where innovation and adaptability are key to success, can you really afford not to embrace the full spectrum of human thinking?

Ready to get started?

For more information on how WebMD Health Services can help you devise a well-being strategy to support neurodivergent workers in your organization—and everyone else, too—request a demo or contact us at connect@webmd.net.