Neurodiversity in the workplace

If you're one of the 13 million neurodivergent adults in the UK workforce, this article offers crucial insights into understanding neurodiversity, common challenges like masking, and the unique strengths you bring 

Forms of neurodivergence

Neurodivergence encompasses a variety of neurological conditions, each with its own distinct set of strengths and challenges. Common examples include: 

• Autism spectrum condition (ASC) - differences in social interaction, communication, sensory processing, and repetitive behaviours.Ìý
• Attention deficit hyperactivity disorder (ADHD) - challenges with attention, hyperactivity, and impulsiveness.Ìý
• Dyslexia - affects reading, writing, and spelling; often paired with strengths in visual thinking and problem solving.Ìý
• Dyspraxia (DCD) - impacts physical coordination and fine motor skills.Ìý
• Dyscalculia - challenges with numbers and mathematical concepts.Ìý
• Tourette syndrome - involuntary tics and vocalisations.Ìý
• Sensory processing differences - unusual sensitivity to sensory stimuli such as light, sound, texture, or smell.Ìý

It is very common to have co-occurring conditions, where more than one form of neurodivergence is present, and neurodivergent individuals often face mental health challenges too.Ìý

Many neurodivergent individuals engage in what's known as 'masking' - suppressing or hiding traits of their condition in order to blend in or meet perceived expectations. Often, people mask without realising they're doing it.Ìý

However, masking can take a significant toll on mental health. It may lead to feelings of: 

• not being able to be yourself 
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Creating a workplace culture where people feel safe and accepted can reduce the need to mask, allowing individuals to show up more authentically.Ìý

Language and terminology

Language has the power to shape experience and inclusion. Given the evolving nature of terminology in this field, preferences can vary. Employers should: 

• ask individuals which terms they prefer 
• pay attention to the language employees use to describe themselves 
• reflect those preferences respectfully in conversation.Ìý

Every neurodivergent person's experience is unique, and so are their preferences for how they are described.Ìý

Your legal rights at work

Under the Equality Act 2010, individuals with long-term physical or mental conditions - such as those related to neurodivergence - are protected against discrimination and are legally entitled to reasonable adjustments in the workplace.Ìý

'Regardless of whether you have a diagnosis, if you have neurodiverse traits, you are entitled to reasonable adjustments to help you to perform in your role,' explains Melanie Francis, director of neurodiversity at work at Do-It Solutions.Ìý

These adjustments are designed to remove or reduce disadvantages experienced by disabled workers. They should be tailored to individual needs and are often straightforward to implement.Ìý

Discover how to apply for reasonable adjustments if you're in education.Ìý

Deciding to disclose

Choosing to disclose a neurodivergent condition at work is a deeply personal decision. While there is no legal obligation to disclose, sharing relevant information can help you access the support and adjustments you may need to thrive.Ìý

'Firstly, try to articulate what specific difficulties you are experiencing - this could be sensory overload, organisation, executive functioning, or communication. Once you are clear on these, reach out to your line manager or HR,' says Melanie.Ìý

She advises, 'if you're unsure about what support or adjustments might help, approach the conversation by focusing on the challenges you're facing at work and expressing a desire to work together to find a solution.' 

For example, instead of simply stating that you 'have ADHD,' you could say 'I work best when I have written instructions and regular check-ins.' This will give those around you the tools to support you best.Ìý

'Be open to suggestions and propose a trial period for adjustments to see what works best,' Melanie adds.Ìý

Practical support for employees

Workplace accommodations

'Asking for accommodations demonstrates self-awareness and a commitment to performing well,' says Melanie. 'Wearing glasses is an adjustment for those whose vision is not perfect. Think of your requests as a need for glasses.'

Common workplace accommodations include: 

• clear, written instructions 
• flexible hours 
• mentoring or buddy systems 
• quiet or low-distraction workspaces 
• sensory-friendly environments 
• scheduled breaks.Ìý

Assistive tools and technology

There are a range of tools that can support organisation, communication, and productivity. Examples include: 

• mind-mapping apps - for visual planning 
• noise-cancelling headphones - to reduce distractions 
• OneNote - for organising tasks and notes 
• Pomodoro timers - improve focus through structured breaks 
• speech-to-text - for easier content creation 
• text-to-speech - to reduce reading fatigue.

Access to Work

Just as students can access support through the Disabled Students' Allowance (DSA) in education, employees can apply for Access to Work, a government-funded scheme that provides support including: 

• communication support for interviews 
• specialist equipment 
• travel support 
• workplace coaching or mentoring.Ìý

Your employer should be open to funding or allowing the use of assistive tools that boost productivity and comfort.Ìý

What employers can do

'How comfortable someone feels disclosing depends on how genuinely neuroinclusive the culture is,' says Melanie.Ìý 

Employers don't need to completely overhaul their operations to create a more inclusive workplace. Often, small, thoughtful adjustments can make a significant difference.Ìý 

Consider implementing simple changes such as: 

• creating clear job descriptions - reduces ambiguity by outlining roles and expectations 
• introducing a buddy system - assists new or neurodivergent employees in navigating tasks and understanding company culture 
• offering flexible working hours - allows individuals to work during their most productive times 
• providing written instructions and meeting notes - supports those who process information more effectively through visual means 
• scheduling regular check-ins - provides structure, guidance, and reassurance 
• using visual timetables - improves task management and enhances clarity.Ìý

Melanie also recommends 'consistently using flexible communication styles, such as using written instructions alongside verbal ones and creating a quiet space or designated 'focus areas' for employees who need less distraction. Most of us will find it useful to work in quieter areas sometimes, so this is useful for all.'

If an employer notices an employee struggling with certain tasks and suspects they may be neurodivergent, it's important to handle the situation with care. Avoid making assumptions or asking directly. Instead: 

• have a conversation based on observed behaviours 
• keep the tone supportive, focusing on what accommodations or adjustments might help 
• maintain confidentiality, unless the employee agrees otherwise.Ìý

Inclusive policies and practices

Organisations should review their Equality, Diversity & Inclusion (EDI) policies to ensure they: 

• commit to reviewing recruitment, onboarding, and retention practices through an inclusive lens 
• involve neurodivergent individuals in policy and decision-making processes 
• offer training on inclusive practices 
• recognise neurodivergence as a part of diversity.Ìý

Businesses should also involve neurodivergent individuals in policy and decision-making processes to ensure that policies and decisions are truly inclusive and effective.Ìý

Interviewing and onboarding

'Providing interview questions in advance of the interview - for all candidates - can make a huge difference. It reduces the anxiety of having to give the best answer on the spot, particularly for neurodivergent candidates,' notes Melanie.Ìý

Inclusion doesn't stop after the job offer. Things that can help neurodivergent new starters include: 

• a structured onboarding plan - share clear schedules, expectations, and who to go to for help 
• information in multiple formats - written guides, visual aids, or video walk-throughs can help cater to different processing styles 
• open communication - reinforce that it's okay to ask for adjustments, even after onboarding is complete 
• regular check ins - ask what's working and what might help - some needs might only become clear once the person starts the role.Ìý

Where to get help

As a neurodivergent employee seeking support, there are several valuable resources to turn to. Start by reaching out to your company's human resources (HR) department or Employee Assistance Programme (EAP), as they can provide guidance on accommodations, mental health resources, and workplace rights.Ìý 

If your workplace has an EDI group or a neurodiversity employee resource group (ERG), these can be safe spaces to connect with others and advocate for needed changes.Ìý 

'The National Autistic Society (NAS) provides resources for neurodivergent employees and advice on workplace accommodations,' suggests Melanie. 'The ADHD Foundation has a Resource Hub with information for you, your employer, families, and educators. Neurodiversity Celebration Week also offers lots of information and resources.'

Find out more

• Get advice on looking after your mental health at university.Ìý
• ·¡³æ±è±ô´Ç°ù±ð getting a graduate job.