Neurodiversity at Work

“Neurodiversity refers to the various ways our brains function, learn, and process information,” explains Marie-Hélène Pelletier, PhD, a Vancouver-based leadership psychologist and workplace mental-health expert. “Just as left-handed individuals navigate a world designed for the right-handed majority, neurodiverse individuals can be confronted with environments not always tailored to their unique wiring.”

Differences in processing information and responding to social cues may cause some neurodivergent individuals to find communication and teamwork difficult.

“In terms of challenges, some may report difficulty with social and communication norms; difficulty concentrating in environments with noise, movement, or lights; or needing processing time, for example,” Pelletier adds.

Neurodiversity at work

Unemployment among the neurodiverse population has been estimated to run as high as 80 percent. Many people who are neurodivergent struggle in social situations, which can make it hard to find work if they have trouble with job interviews. However, hiring processes that include specific screening with skills tests that identify strengths can pinpoint potential hires; for example, a candidate’s highly attuned attention to detail can be advantageous when processing data.

“More and more companies are developing their neurodiversity strategy, often as part of their overall health strategy,” Pelletier says. “Examples of initiatives include formally recruiting for individuals with neurodiversity with a neurodiversity hiring initiative, autism at work programs, tailored onboarding for neurodivergent team members, mentorship, and quiet places.”

Neurodivergent individuals bring many talents to the table

As unique individuals, the neurodiverse population can bring a wealth of strengths that vary from one person to the other, potentially including creativity, independent thinking, and a high attention to detail, says Pelletier. “The best approach is to learn about the individual themselves.”

Many neurodivergent people have superior capabilities in pattern-recognition, for example. Because of their ability to think differently, they often bring fresh perspectives and innovative solutions to problems, enhancing discussions and decision-making processes.

Inclusive policies and accommodations

When it comes to unlocking potential in the workplace, it’s important to have inclusive policies and accommodations. Employers can help to promote clearer communication through inclusive training and a culture of understanding and empathy among teams.

“Policies and accommodations are critical and typically come to life when everyone is informed, which often requires a strategy,” Pelletier says. “A neurodiversity strategy might include various pillars, starting with education and training, which will encourage open communication and dispel misconceptions.”

Supportive, flexible workplaces

Pelletier adds, “Another pillar may be providing a flexible work environment, recognizing that neurodivergent individuals may thrive in different work environments that support their peak performance.”

Managers can accommodate neurodiverse individuals by creating more supportive, flexible workspaces. Some approaches include creating environments with low noise and flexibility with how and when work gets done.

Noise reduction

Something as simple as a pair of noise-cancelling headphones might give neurodivergent individuals the quiet they need. This tool could even make them the most productive person on their team, especially if one of their strengths is the ability to focus on their work intensely.

Work schedules

Remote work arrangements and extra breaks are potentially useful strategies. Managers can schedule monthly one-on-one meetings to get the perspectives of neurodiverse employees and make any necessary changes accordingly.

Support systems

Setting up a support system is another tactic. Support circles for neurodiverse employees could consist of a team manager, a team buddy, a job and life skills coach, a work mentor, and an “HR business partner” who oversees a group of program participants.

Workplace design

Being exposed to nature has been shown to diminish stress, boost concentration, and enhance creativity, so integrating natural elements, such as plants, green spaces, and natural lighting, into the workplace design can have a positive impact on the well-being and productivity of employees.

Training and awareness

Misconceptions about neurodiverse individuals can lead to bias and discrimination that affects how they’re perceived and treated by colleagues. Employers can help dispel myths by promoting awareness and educating their teams about neurodiversity.

“Awareness is the first step toward fostering an inclusive culture,” Pelletier says. “By increasing information, we reduce assumptions which tend to be negative and not helpful. Training ensures everyone understands the value of neurodiversity and feels empowered to contribute to an inclusive workplace. This, in turn, increases communication, which is needed to provide guidance and supportive networks.”

By seeking out and supporting neurodivergent employees, companies can obtain a strategic advantage, helping to drive innovation and productivity while improving employee satisfaction and retention.

This article was originally published in the October 2025 issue of alive magazine.