FACTS — Neurodiversity in the Workplace
“Around 1 in 7 people in the UK are estimated to be neurodivergent.”
This means neurodivergence is likely to be represented across most workplaces, industries, professions and levels of seniority.
However, not every neurodivergent employee will have a diagnosis or choose to disclose their neurodivergence at work. Some people may only recognise their differences later in adulthood, while others may have spent years developing ways to mask or compensate.
What might this look like at work?
Neurodivergent employees may experience differences with:
- Processing verbal or written information
- Planning, organisation and time management
- Starting, stopping or switching tasks
- Concentration and attention
- Working memory
- Communication and social expectations
- Sensory environments such as noise, lighting, smells or busy spaces
- Unexpected changes and unclear instructions
- Meetings, telephone calls or presentations
- Managing multiple demands at once
- Recognising when they are becoming overwhelmed
At the same time, employees may bring valuable strengths such as creative thinking, problem-solving, innovation, specialist knowledge, attention to detail, persistence, pattern recognition and deep focus.
Why might neurodivergence be missed?
Someone may appear to be managing successfully while using significant energy behind the scenes.
They may be masking, working longer hours, repeatedly checking their work, relying heavily on routines, avoiding certain situations or using personal coping strategies to meet workplace expectations.
This can mean support isn't considered until the person is already struggling.
Inclusion benefits more than one person
Many neuroinclusive practices are useful for the wider workforce too.
Clear instructions, written follow-ups, predictable expectations, flexible communication, quieter working options and accessible information can make work easier for many employees — whether they identify as neurodivergent or not.
A diagnosis shouldn't be the starting point for kindness
Rather than asking:
“What is wrong with this employee?”
A more useful workplace question can be:
“What is creating a barrier here, and what could we change to help this person do their job effectively?”
Neurodivergence isn't unusual in the workplace. Creating environments where different brains can work effectively should be part of everyday inclusion — not an exception.
Space to Breathe Therapy
