How to Support Neurodiversity in the Workplace
Workplaces thrive when they embrace diversity. Diversity reflects both what’s immediately apparent and how people think, process information, and approach challenges.
Neurodivergence includes autism, ADHD, dyslexia, and other unique ways individuals process and experience the world. These differences can drive innovation and creative problem-solving.
Yet, barriers to inclusion remain.
As a neurodivergent professional with 15-plus years of leadership experience, I know firsthand how impactful inclusive workplaces can be and how much work still needs to be done to get there.
Creating an inclusive workplace requires more than policy-making or surface-level gestures. It demands understanding, empathy, and action. In this blog, I’ll share practical strategies to help leaders, managers and teams better support neurodivergent colleagues.
How to Start Inclusive Conversations
Talking about neurodiversity at work can be tricky, especially if someone hasn’t openly disclosed that they’re neurodivergent. Here’s a tip I often share as a coach: focus on strengths, not labels.
Questions to Start the Conversation:
What parts of your job do you find most rewarding?
What support would help you feel more successful?
Is there a task or responsibility you’d like to approach differently?
These kinds of questions don’t just avoid assumptions, they create space for honest conversations about what someone really needs.
As I share in my post on Inclusion in Coaching, intentional conversations like these build trust and help uncover ways to unlock a person’s potential.
✅ Inclusive Insight: Avoid assuming what accommodations someone might need based on their diagnosis. Instead, ask them directly how you can best support them.
The Business Case for Neurodiversity
Inclusion isn’t just about doing the right thing, it’s also good for business. Research shows that neurodivergent employees can bring unique strengths to the table, such as:
Innovative Problem-Solving: Recent studies underscore the significant contributions of diverse cognitive approaches to innovation and problem-solving within organizations.
Hyperfocus Skills: Many neurodivergent individuals excel in areas requiring deep concentration, like data analysis or programming.
Team Diversity: Teams with diverse perspectives tend to be more adaptable and resilient.
Yet, many organizations miss out on this potential because they lack inclusive hiring and retention practices. Creating pathways for neurodivergent talent isn’t just about inclusion—it’s about thriving as a company.
✅ Inclusive Insight: Highlight your organization’s commitment to neurodiversity in job descriptions, interviews, and onboarding processes. When candidates see that inclusion is part of your culture, it sets the tone for long-term success.
Once businesses commit to inclusion, they need practical tools to make it work.
Tools and Apps to Empower Neurodivergent Employees
Technology plays a critical role in helping neurodivergent professionals thrive. Here’s a closer look at how these tools can make a difference:
Asana and Trello: Visual task management systems that help employees prioritize and track progress without feeling overwhelmed.
Pomodoro Timers: Tools like Focus Keeper structure work intervals, helping employees balance focus and rest.
Speech-to-Text Apps: For neurodivergent individuals who prefer verbal communication, tools like Otter.ai save time and reduce friction in tasks like note-taking.
White Noise Apps: Apps like Noisli create customizable soundscapes, ideal for individuals who are sensitive to noise or distractions.
CBT Tools: Apps like Wysa provide mindfulness exercises and strategies for managing workplace anxiety.
✅ Inclusive Insight: Regularly survey your team to see which tools are helping and where adjustments could improve accessibility. For some, tools will be great for a period of time, and then will need to switch it up to keep it fresh.
Moving From Policy to Practice
Creating a workplace that values neurodiversity doesn’t stop at accommodations—it requires systemic change. Here are ways to ensure your efforts go beyond the surface:
Training for Managers: Equip leaders with the tools to recognize and support neurodivergent employees without stereotyping.
Inclusive Hiring Practices: Adjust your recruitment process to be more accessible. For example, offering alternatives to traditional interviews, such as project-based assessments, and providing questions in advance can help neurodivergent candidates shine.
Accessible Team Meetings: Create meeting agendas that allow for different communication styles. Consider sharing materials in advance and allowing for asynchronous feedback.
✅ Inclusive Insight: Include neurodivergent voices in your decision-making process when implementing inclusion strategies. They know best what works and what doesn’t. In addition, keep in mind what works for one or some, may not work for all, so be open to more than one solution.
The Role of Leadership in Driving Change
Leaders set the tone for how inclusion is prioritized in the workplace. Supporting neurodiversity requires more than just a policy or one-off training; it demands consistent, visible commitment from leadership.
Lead by Example: When leaders openly discuss the importance of inclusion and share examples of how accommodations improve team outcomes, it normalizes the conversation around neurodiversity.
Provide Ongoing Education: Many employees, including managers, may not fully understand what neurodiversity is or how to support it. Workshops, webinars, and resources can help demystify these concepts and promote allyship.
Establish Accountability: Incorporate metrics around diversity and inclusion into leadership goals. For example, track progress on implementing accommodations or improving hiring processes to ensure neurodivergent candidates have equitable opportunities.
✅ Inclusive Insight: Inclusion isn’t just an HR responsibility—leaders who embed inclusive practices into daily operations create a culture where neurodivergent employees can thrive.
Avoiding Stereotypes While Supporting Inclusion
The best way to support neurodivergence at work? Listen. When someone shares their needs, your role isn’t to "solve" or second-guess—it’s to show up, listen, and ask thoughtful questions.
Start with Trust: When someone discloses their neurodivergence, thank them for their openness.
Ask Thoughtful Questions: For example, “What can I do differently to help you feel supported”
Avoid Assumptions: Each individual’s experience is unique. Neurodivergence looks different for everyone—some people might need extra structure, while others thrive in a more flexible setup. The key is to let them lead the conversation.
As leaders, our role is to listen first, and then act in collaboration with our teams.
✅ Inclusive Insight: Avoid framing accommodations as “special treatment.” Instead, emphasize how they benefit the team’s overall success.
Recognizing and Mitigating Microaggressions
Microaggressions—subtle, often unintentional comments or actions—can significantly impact neurodivergent employees. Statements like, “You don’t seem autistic” or assumptions that neurodivergent employees lack skills can erode trust and inclusivity.
To address microaggressions:
Educate Your Team: Awareness is the first step in addressing harmful behaviors. Teach employees what microaggressions look like and how they can affect others.
Encourage Bystander Intervention: Create a workplace culture where employees feel empowered to step in if they witness exclusionary behavior.
Foster Open Dialogue: Provide safe spaces for employees to share their experiences and suggest solutions.
✅ Inclusive Insight: When someone points out a microaggression, respond with curiosity and accountability rather than defensiveness.
Enhancing Onboarding for Neurodivergent Employees
The onboarding process is an employee’s first impression of your organization’s culture. For neurodivergent employees, thoughtful onboarding can make the difference between feeling valued or excluded.
Provide Clear Expectations: Share detailed schedules, role responsibilities, and what success looks like. Ambiguity can be particularly challenging for some neurodivergent individuals.
Offer Multiple Training Formats: Combine written guides, videos, and one-on-one sessions to accommodate different learning styles.
Assign a Mentor: Pair new hires with a buddy who can answer questions and provide informal support as they navigate their role.
✅ Inclusive Insight: Conduct a post-onboarding check-in to ask, “What worked well during your onboarding, and what could we improve?” This feedback helps refine the process for future hires and helps to bridge any gaps in the moment while you have the conversation.
Understanding Workplace Rights
Accommodations are not just a courtesy, they're a legal right. Employers are required to provide reasonable accommodations under laws such as the Americans with Disabilities Act (ADA) in the U.S. The Canadian Human Rights Act addresses broader discriminatory employment practices in Canada, while each province outlines specific accommodation requirements.
Know Your Rights: Understand legal protections and rights to accommodations. Employers are required by law to provide reasonable accommodations. For example, the EEOC outlines reasonable accommodations for individuals with disabilities.
Present Requests as a Win-Win: Highlight how accommodations can positively affect productivity and benefit the organization as a whole.
✅ Inclusive Insight: Don’t wait until a neurodivergent employee requests accommodations to create a plan. Proactively establish a clear, transparent process for handling accommodation requests so employees feel supported from the start.
Navigating Challenges in Not-So-Inclusive Workplaces
Let’s be honest, not every workplace is ready to fully embrace neurodiversity. Employees may face resistance when requesting accommodations or encounter subtle (or not-so-subtle) biases.
If this feels familiar, here are ways to address these challenges:
Set Boundaries: Protecting your well-being is important. Identify your stress triggers and what helps you manage them, such as structured work hours or minimized interruptions.
Find Your Support Network: Look for supportive colleagues, mentors, or HR professionals who understand neurodiversity. These allies can amplify your voice and provide guidance. Seek out individuals who may understand or support neurodiversity, even if they’re not outspoken. Find ways to connect and discuss shared values discreetly to build a quiet support network.
Keep Track: Document your accommodation requests, feedback, and any incidents. It’s not just about having evidence, it’s about creating clarity around your experiences and needs. Some companies have hotlines or feedback systems for reporting hostile behavior.
Leverage Policies: Review your organization’s inclusion and anti-discrimination policies. Even if they aren’t actively enforced, they provide a foundation to hold leadership accountable. Remind managers or HR of the company’s stated values and anti-discrimination policies if hostility arises.
✅ Inclusive Insight: If you feel resistance to your accommodation requests, consider framing them as opportunities to improve productivity. For example, you could say, “This adjustment will allow me to deliver higher-quality work faster.”
Remember, you’re not alone in this and the more we push for these conversations, the more workplaces will start to catch up.
Once employees feel supported and heard, the next step is creating an environment where conversations about neurodiversity can happen naturally and productively.
Getting a Diagnosis
If you suspect you might be neurodivergent, exploring a diagnosis can be a deeply personal and empowering experience. Here’s where to start:
Talk to Your Doctor: They can provide referrals to specialists who focus on neurodivergence.
Research Online Clinics: Many offer remote assessments for conditions like ADHD and autism.
Be Prepared for Costs: Some diagnoses require specialized testing that may not be covered by insurance.
✅ Inclusive Insight: When pursuing a diagnosis, don’t be afraid to ask clinics detailed questions about what they assess and what’s beyond their scope. Clarity upfront can save you time and resources. Conversations with the clinics are two ways—make sure the clinic feels like the right place for you. If you’re not comfortable there, you may not receive accurate results.
For additional resources, organizations like the Autism Self Advocacy Network (ASAN) and Children and Adults with Attention-Deficit/Hyperactivity Disorder (CHADD) are great starting points.
Moving Forward, Together
Inclusion isn’t just a social media trend—it’s a commitment to creating workplaces where everyone, regardless of how they think or work, can thrive. As someone who’s walked this path, I can tell you that creating those spaces is worth the effort—not just for neurodivergent employees, but for the entire organization.
By fostering open conversations, offering tailored support, and celebrating diverse strengths, we can all contribute to building workplaces that embrace neurodivergence.
For more insights into fostering inclusion, visit my blog on Inclusion in Coaching or explore CultureAlly’s guide to Understanding Neurodiversity in the Workplace.
About the author, Leanne Gawley
Leanne Gawley (CPA,MBA,ACC) (she/her/hers), a neurodivergent seasoned international finance professional, currently holds pivotal roles as Director and Country Chief Financial Officer at a global Energy company, and Chair on the Board of Directors for Next Gen Men. Leanne’s commitment to continuous learning is evident in her achievements, having earned her Bachelor of Management (2009), CPA (2011), MBA (2015), and attaining certification as an Executive Coach (2020). Beyond her roles in coaching and leadership, Leanne is deeply passionate about fostering Inclusion, Accessibility, Diversity, Equity, and Justice.
