Neurodiversity and the Workplace
- 5 Aug 2025
- Posted by: Joe Cottle
- Categories: Disability, Neurodiversity
This article aims to provide an accessible introduction to neurodiversity, as well as an exploration of how neurodivergent individuals can be supported in the workplace. This includes a discussion about practical tools, guidance on reasonable adjustments, and an overview of the services provided by iDiversity which can enable organisations to foster inclusive environments. This should give insight into how to support individuals and promote neuroinclusion in professional settings.
What is Neurodiversity?
Many people may have come across the term ‘neurodiversity’ or ‘neurodivergent’, especially with the rising awareness across social media and within workplaces. For those who are unfamiliar, ‘neurodiversity’ is a term used to describe the natural variations and diversity of human brain function on our planet, similar to the term ‘biodiversity’ which describes the variety of life forms in nature (Singer, n.d.).
‘Neurodivergent’, or ‘neurodivergence’, refers to those who differ cognitively from what is considered the ‘norm’, or ‘neurotypical’ presentation (NHS, n.d.). Neurodivergent conditions can include Attention Deficit Hyperactivity Disorder (ADHD), Autism Spectrum Condition (ASC), Dyslexia, Dyspraxia, Dyscalculia, and Dysgraphia.
It is estimated that around 1 in 7 people in the UK (15%) are neurodivergent, but this number may be even higher due to under-identification of needs and limited awareness (NHS, n.d.).
Language and Neurodiversity
It is crucial to understand appropriate language when it comes to neurodiversity, as the words we choose to use can support inclusion and understanding, or unintentionally contribute to negative consequences, such as stigma. As such, it is important to understand the terminology used and how it is applied.
The term ‘neurodiversity’ is typically used to refer to the range of different cognitive profiles within a population and when talking about groups, such as “neurodiversity in the workplace”. This refers to the presence of a range of cognitive differences within a large group of people, rather than an individual.
In contrast, ‘neurodivergent’ is often used when describing individual people or groups whose cognitive functioning differs from the ‘typical’ presentation, such as those who have ADHD, Autism, and so on. Examples include “Alex is neurodivergent”, or “neurodivergence isn’t always visible”.
Language preferences can also differ across the neurodivergent community, with some preferring the use of ‘identify-first’ language, which affirms that neurodiversity is an integral part of who they are. For example, “Taylor is Autistic”, or “Sam is Dyslexic”.
Others may prefer ‘person-first’ language, which emphasises the individual before their condition, suggesting this does not define their identity, such as “Max has Autism” or “Charlie has Dyslexia”.
Neither preference is inherently right or wrong, the key is to understand they each person is unique and when in doubt, the best approach is to listen and ask respectfully for individuals’ preferences. This approach promotes inclusion, dignity, and person-centred communication.
It is also essential to be mindful of the language you use to describe neurodivergence, such as referring to conditions with suggestions of deficiency. Phrases like “suffers from” or “afflicted by” can unintentionally reinforce negative stereotypes or come across as ableist (Inclusive Teach, 2025). Instead, using neutral or affirming language is preferred, such as “is Autistic / has Autism”.
What Does This Mean for the Workplace?
Neurodivergent individuals bring a wide range of valuable skills, perspectives, and strengths to the workplace, including in areas such as creativity, innovation, problem-solving, and attention to detail. When neurodivergent staff are supported effectively, wellbeing, engagement, team performance, and organisational success are found to increase (CIPD, 2024).
In fact, research shows that teams including neurodivergent individuals can be up to 30% more productive than those without them (Pisano, 2017). As such, embracing and supporting neurodiversity can enhance workplace culture, support retention, and foster diversity of thought within organisations.
However, despite these tangible benefits, workplace barriers still exist for this group, which can impact neurodivergent people’s ability to enter and thrive in the workplace. This can include communication differences, sensory sensitivities, inaccessible environments, and even harassment or discrimination (CIPD, 2024).
From an organisational perspective, not addressing these barriers can also lead to reduced retention, engagement, performance, and impacted culture, in addition to potential legal and compliance risks (CIPD, 2024). Therefore, intentional support and inclusive practices are key to unlocking the full potential of neurodivergent talent.
What Does this Mean for Employers and Employees?
Under the Equality Act (2010), disabled individuals in the UK are provided several protections in the workplace. Whether or not neurodivergent individuals personally identify as disabled, they are protected under this legislation. This can include protections from discrimination, both direct and indirect, as well as the right to implementation of reasonable adjustments.
Reasonable adjustments are changes that are made to remove or reduce disadvantages that are related to someone’s disability. These adjustments should be specific and tailored to each individual person, in line with their unique needs (ACAS, 2025).
Examples of reasonable adjustments include providing assistive technology or equipment, which support individuals to perform tasks more efficiently, comfortably, or independently, removing barriers and supporting access. Examples include speech-to-text or text-to-speech tools and software, as well as noise-cancelling headphones. There are a range of different assistive technologies to support neurodivergent individuals, and again, these will be specific and unique to each individual.
In addition to this, there are a range of specialist services that can be provided to support neurodivergent individuals in the workplace, including neurodiversity workplace strategy coaching. This is a specialist service which aims to support neurodivergent individuals to develop workplace strategies and achieve their aims and objectives, such as developing areas including confidence, time management, and organisation.
Implementing training is also beneficial for supporting neuroinclusion in the workplace. Disability awareness sessions, including those focusing on neurodiversity or specific neurodivergent conditions, can help to inform and advise organisations and employees, as well as equip them with knowledge needed to foster inclusive environments. This can be especially beneficial for Line Managers to support them to effectively manage neurodivergent team members. Overall, raising awareness can promote better communication, collaboration, and workplace culture.
What can iDiversity Offer?
iDiversity are a specialist consulting team delivering advice and services that enable disability solutions, accessible technology, and promote inclusion in the workplace. We offer a range of services tailored to support both individuals and organisations, including:
- Assistive Technology and Equipment: From desktop ergonomics to software like text-to-speech tools, we provide and advise on a range of solutions. You can explore our offerings in the iDiversity Shop.
- Workplace Needs Assessments: If you are unsure of where to start with reasonable adjustments, we provide one-to-one assessments. These result in tailored reports outlining recommended adjustments and tools to support individual productivity and wellbeing, including assistive software or changes in working practices.
- Coaching Services: We provide a range of coaching services including neurodiversity workplace strategy coaching that aids individuals to develop tailored strategies to thrive at work and achieve goals.
- Awareness Training: We deliver engaging sessions to support awareness and understanding of disability and neurodiversity in the workplace, which can be especially useful for line managers and HR teams.
- Diversity and Inclusion Strategy Support: For organisations looking to embed inclusive practices at a systemic level, we can help you design and implement effective D&I strategies. This also includes support with marketing and communication around inclusion projects
Whether you’re an employee seeking support, an employer aiming to create a more inclusive environment, or simply interested in learning more about neurodiversity in the workplace and our services, please don’t hesitate to contact our team using the links below.
Sources:
Reflections on the Neurodiversity Paradigm: Neurodiversity: Definition and Discussion
Neurodiversity | NHS England | Workforce, training and education
Neuroinclusion at work report 2024
Neurodiversity Is a Competitive Advantage
What reasonable adjustments are – Reasonable adjustments at work – Acas