Neurodiversity in the workplace
Neurodiversity in the workplace is about recognising and supporting different ways of thinking, so everyone can thrive and contribute in their own unique way.
Neurodiversity is a natural and valuable part of being human - it recognises that there's no single ‘right’ way to think or process the world around us. While everyone has their own strengths and ways of learning, neurodivergent people may navigate communication, social situations or daily tasks differently from what’s considered ‘typical’.
In the workplace, these differences can bring enormous value, offering fresh perspectives, creative problem-solving and innovative thinking. Embracing neurodiversity isn’t just the right thing to do; it makes organisations stronger, more inclusive and better equipped to succeed.
Types of neurodivergence you might see at work
Here are some common forms of neurodivergence you might come across at work:
- Autism – a developmental difference that can affect how someone communicates, interacts with others and experiences the world. Autistic people may prefer clear communication, structure and routine, and often bring strong attention to detail and original thinking
- Attention deficit hyperactivity disorder (ADHD) – a condition that affects attention, focus and energy levels. People with ADHD might have challenges sitting still or staying on one task, but often bring creativity, enthusiasm and quick thinking to their work
- Dyslexia – a learning difference that mainly affects reading, writing and spelling. While tasks involving written words might take more effort, people with dyslexia are often excellent verbal communicators and strong visual or creative thinkers
- Dyspraxia – also known as developmental co-ordination disorder (DCD), this is a condition that affects physical co-ordination and how the brain plans movement. This might show up in tasks like handwriting or multitasking, but many people with dyspraxia have great problem-solving abilities and empathy
- Tourette’s syndrome – a neurological condition that causes involuntary movements or sounds known as tics. These can come and go over time, and while they might draw attention, they have no impact on a person’s skills or ability to succeed at work. Some people may experience challenges related to social perception or physical comfort, depending on their role and environment
- Dyscalculia – a learning difference that affects understanding of numbers and mathematical concepts. People with dyscalculia may excel in creative or verbal tasks.
- Dysgraphia – a learning difference that affects writing, including spelling, handwriting and organising thoughts on paper
- Other profiles and co-occurrence – many people have more than one neurodivergent profile (for example, both dyslexia and ADHD). This is known as co-occurrence, co-existing or co-morbidity
Common challenges neurodivergent people may face at work
Every neurodivergent person is different, but many face similar challenges in the workplace. These challenges aren’t about weakness or incompetence - they’re often the result of a mismatch between the person and their environment.
With the right understanding and adjustments, many of these barriers can be reduced or removed altogether.
Communication differences
Some neurodivergent people may prefer direct, literal language or find social cues more challenging to pick up on. Meetings or group discussions can sometimes feel overwhelming or unclear, especially when expectations aren’t made explicit.
Time management and planning
Skills like prioritising and starting tasks can be more challenging for people with conditions such as ADHD or dyslexia. This might make deadlines, to-do lists or sudden changes more difficult to navigate.
Sensory sensitivities
Busy, noisy or brightly-lit workplaces can be uncomfortable or even distressing for people with sensory sensitivities. This is common in autistic people, who may feel overwhelmed by things like bright lights or constant background noise.
Anxiety and overwhelm
Feelings of anxiety and overwhelm are common in many neurodivergent people. Some may be masking their traits or have chosen not to disclose their neurodivergence at work, which can lead to stress and emotional fatigue. Others may have been open about their neurodivergence but still feel anxious when faced with things like unpredictability, unclear expectations or social pressure.
Preference for routine and structure
Many neurodivergent people feel more comfortable and confident when there’s a clear routine in place. Predictability can support focus and reduce anxiety, while sudden changes or unclear instructions can create stress and disruption.
How to talk about neurodiversity respectfully
Talking about neurodiversity in a respectful, inclusive way helps everyone feel more comfortable and understood. Here are a few tips:
- Identity-first vs person-first language – many people prefer terms like ‘autistic person’ over ‘person with autism’, as being autistic is an integral part of who they are - not something separate or added on. The best approach is to simply ask how someone describes themselves and use the language they’re comfortable with
- Avoid outdated or stigmatising terms – terms like ‘suffering from’ or ‘disorder’ can feel negative and inaccurate. Instead, focus on differences, not deficits. For example, ‘a different way of processing information’ or ‘a learning difference’
- Respect consent and privacy – not everyone wants to disclose their neurodivergence at work, and that’s OK. If someone chooses to tell you they’re neurodivergent, thank them for trusting you and make sure you don’t share that information with other people, unless they’ve agreed to it
Reasonable adjustments in the workplace
Under the Equality Act 2010, employers have a duty to make reasonable adjustments to support neurodivergent people and allow them to contribute in powerful, meaningful ways at work.
These are small changes to the working environment, or ways of working, that help remove barriers and allow people to do their job effectively. Often, simple tweaks can make a big difference.
- Flexible working – adjusting your hours, working remotely or hybrid working, if it helps with focus or managing anxiety
- Clear communication – asking for written follow-ups after meetings, direct and unambiguous instructions, or agendas in advance – whatever works for you
- Quiet spaces – requesting a quieter desk location, noise-cancelling headphones, or access to a calm space during breaks
- Task management support – having access to project management tools, receiving help to break down tasks, or having regular check-ins with a manager
- Sensory considerations – dimming overhead lights, adjusting uniform requirements, or using tinted screens
- Structured routine – setting regular meeting times, avoiding last-minute changes, and making workflows predictable, where possible
- Technology aids – access to dictation software, screen readers or alternative formats for written content
Choosing whether to share that you're neurodivergent at work is a personal decision. It can be helpful to weigh up the potential benefits - such as access to tailored support and greater understanding from colleagues - alongside any concerns you may have about stigma. You don’t need a formal diagnosis to ask for support; what matters is having what you need to thrive in your role. A good starting point is to reflect on any day-to-day challenges you're facing, then explore possible adjustments with your line manager, HR team or occupational health. You can also seek confidential guidance through your organisation’s employee assistance programme (EAP).
- Adapt the environment – offer quiet working areas, flexible seating, or small changes to lighting and noise levels
- Support communication – use clear, direct language, give written instructions where possible, and check in to ensure understanding
- Adjust working patterns – be open to flexible hours, remote/hybrid working or reduced hours during high-stress periods
- Offer structure and clarity – where possible, provide consistent routines, keep sudden changes to a minimum, and be clear about expectations and priorities
- Use tools and technology – support access to planning tools, dictation software or alternative formats for written content
- Respect sensory needs – if possible, allow for clothing or workspace adjustments, breaks when needed, or alternatives to large meetings
- Provide training – offering basic neurodiversity training can help teams understand different ways of thinking and working, and encourage a culture of kindness, curiosity and respect
- Balancing needs – sometimes, adjustments for one person may affect others (for example, open windows for fresh air vs noise sensitivity). Open, respectful discussion and creative problem-solving can help meet everyone’s needs
Creating an inclusive workplace isn’t just about legal compliance - it’s about building a culture where everyone feels valued and supported.
Glossary of neurodiversity terms
If you're new to the topic of neurodiversity, it’s completely normal to come across unfamiliar terms. This simple glossary can help you feel more informed when navigating conversations about neurodiversity in the workplace.
- Allistic – a non-autistic person. Often used in contrast to autistic to describe someone who isn’t on the autism spectrum
- Dyschronometria – challenges with perceiving and managing time, including understanding how much time has passed or estimating how long something will take
- Echolalia – repeating words, phrases or sounds, often without meaning. This is sometimes seen in autistic people and can be a way of processing language
- Executive function – a set of mental skills that help with organising, planning, managing time, starting tasks and maintaining focus. These can be more challenging for some neurodivergent people
- Hyperacusis – an increased sensitivity to everyday sounds, which can make certain noises feel overwhelming
- Hypersensitivity – some people may be over-sensitive to things like sound, touch, light or smell. These sensory differences can impact comfort and concentration in the workplace
- Masking – suppressing or hiding neurodivergent traits in order to fit in socially or professionally. This can be mentally exhausting and lead to burnout
- Meltdown/shutdown – intense responses to overwhelming situations. A meltdown may involve visible distress or emotional outbursts, while a shutdown is a more internal response where a person might go quiet or withdraw
- Misophonia – a strong emotional reaction to specific sounds, such as chewing or tapping, which may cause irritation, anxiety or distress
- Neurodiverse – a term used to describe a group of people with mixed cognitive styles. For example, a neurodiverse workplace would be one that’s made up of both neurodivergent and neurotypical people
- Neurotypical – someone whose thinking and behaviour fit societal expectations of what’s ‘typical’
- Self-stimulation/stimming – involuntary or instinctive behaviours (such as rocking or repeating words) that some neurodivergent people use to manage sensory input or regulate emotions
- Sensory processing disorder – a condition where the brain has difficulty receiving and responding to sensory information. It can cause either over or under-sensitivity to various sensory input
- Spectrum – often used in relation to autism (i.e. autism spectrum), the term reflects the wide range of traits, strengths and challenges a person may experience
If you’d like to understand neurodiversity more, Priory offers neurodiversity assessments and support for people who want to better understand their own experience. Our dedicated neurodiversity hub also offers further insight into common profiles, challenges and ways to build confidence - whether at work or beyond.