When we talk about inclusion at work, neurodiversity often gets overlooked—or misunderstood. Yet, neurodivergent employees bring value to the team: originality, creative problem-solving, deep focus, and new ways of thinking. But that brilliance can get buried under outdated expectations, communication barriers, or environments that aren’t set up for success.
The good news? A few intentional actions from managers can make a huge difference in how neurodiversity in the workplace compliments the existing work environment.
Here are the manager actions that matter most:
Prioritize Psychological Safety
Neurodivergent team members often mask their needs out of fear—of being judged, penalized, or misunderstood. Create a culture where it’s safe to ask for support, share feedback, or simply say, “I need a different approach.” This starts with showing empathy and curiosity, not perfection.
Ditch Common Misconceptions
There are many myths surrounding neurodiversity, here are some of the most common misconceptions:
- Neurodiverse Individuals Lack Skills: This couldn't be further from the truth. Neurodiverse people often possess exceptional skills, particularly in areas like logic, pattern recognition, and creative thinking.
- They Can't Work in Teams: While social interactions may differ, many neurodivergent people can and do thrive in team environments. They often bring different viewpoints that can lead to creative solutions. I love my creative mind, it is a shame that I haven't found an employer that feels the same way.
- Neurodiversity Equals Disability: Neurodiversity is about diversity, not disability. It's about accepting different ways of thinking and processing information that can enrich a workplace. We have challenges that can be tough at times but we still need the opportunity to succeed.
Approaching neurodivergent employees with preconceived notions makes the situation awkward and overwhelming for the neurodivergent person. Even if nothing is said specifically, we can pick up on things that aren't directly stated and can read body language. Many of us do this thing called catastrophizing, which is thinking and assuming the worst case scenario, causing undue stress due to misconceptions.
For example in interacting with other neurodivergent people, I have seen common occurrences of a neurodivergent employee being asked to stop by a senior member of staff's office and it is assumed something was done wrong when many of the times the staff member just wants to ask an opinion on something or get additional information. Let's normalize not sending messages with a vague “hey do you have time for a chat.”
Let Go of One-Size-Fits-All Communication
Some people thrive in back-to-back meetings. Others process best in writing. Some need a heads-up before a feedback conversation. Ask how your team members prefer to communicate, and then honor it. This would have saved me so much stress when I was working a traditional job.
💡 Tip: Use tools like shared documents, async check-ins, follow up emails and visual updates to offer options beyond verbal updates or fast-paced meetings.
Offer Flexible Structure
Clear expectations and consistent routines help everyone, but they’re essential for many neurodivergent people. That said, flexibility matters too. Trust employees to manage their own process—timing, location, methods, when possible.
Allowing employees to work during their most productive times or from environments where they feel most comfortable, can assist in their contributions to the workload. Most of us would prefer to have little human contact as possible which makes work environments stressful and exhausting.
Micromanaging makes this extremely difficult with all the extra interactions and being made to feel inferior. This can lead to things like low self esteem, burnout and imposter syndrome that often flows into the person's personal life, seriously impacting the quality of life that person has. I am still recovering from severe burnout and emotional dysregulation a year after leaving my career.
Instead of micromanaging, try this:
“Here’s the outcome we need. How can I support your process in getting there?”
Make Accommodations Accessible and Shame-Free
Don’t wait for someone to “prove” they need support. Neurodiverse employees often need adjustments to work environments to help them work at their best and thrive. Some things to consider: Normalize accommodations like noise-canceling headphones, visual workflows, extra processing time, or quiet workspaces. Offer these proactively, without administrative barriers or stigma.
Educate Yourself (and Others) to Support Neurodiversity in the Workplace
Managers don’t need to be experts, but they do need to care. Learn about neurodivergent experiences through podcasts, blogs, or trainings. Better yet, invite neurodivergent employees to share what works for them—and believe them when they do.
Integrate Diverse Thinking Styles
Individuals who are neurodivergent often approach problems from angles others might not see, leading to different solutions and creative breakthroughs. We need to feel heard and seen to be encouraged to keep offering unique solutions. Many of us shy away from that at work in a form of people-pleasing and avoiding confrontation. When allowed to thrive we can:
- Solve complex problems more efficiently.
- Create unique opportunities through unconventional thinking.
- Avoid “groupthink” by challenging norms and questioning assumptions.
Inclusive Hiring Practices that Attract Neurodivergent Employees
Obtaining neurodiverse talent starts with updating your hiring practices. Traditional methods often overlook the unique skills and perspectives that neurodiverse individuals bring and makes us feel like we are being weeded out. So, what can companies do?
- Reinvent job descriptions: Clear and specific job descriptions that focus on essential skills and competencies. Avoid vague or overly broad criteria that may deter candidates unfamiliar with corporate jargon. Also words like must be a team player, always bubbly and can multitask efficiently with frequent interruptions discourages and intimidates neurodiverse applicants (it sure does for me) .
- Flexible application processes: Consider offering alternatives to standard interviews, such as work sample tests and skill tests. Zoom interviews are also helpful
- Transparent communication: Clearly outline the hiring process, including timelines and expectations, enabling candidates to prepare effectively. Giving out questions ahead of the interview is very helpful and will enable the candidate to feel better prepared and less anxious. The interviewer would get to know the person better this way as they are not obsessing over what the next question may be.
Mentoring and Peer Support
Mentorship programs can help neurodiverse employees succeed with the guidance and support of a mentor. I had one at one of my jobs and it is probably one of the reasons I was a little bit successful. After a few years though I succumbed to the stress and had to unfortunately leave but it was nice to feel supported even just a little bit. Here's how mentorship can make a difference:
- Personalized Guidance: Mentors provide tailored advice and support, helping neurodiverse employees navigate workplace challenges. This could mean understanding company culture or developing social skills. This really helps with the overwhelm we experience in new situations.
- Goal Setting: With the help of mentors, neurodiverse employees can set achievable goals and work steadily towards them. Mentors assist with ensuring the goals align with personal strengths and aspirations.
- Emotional Support: Having a mentor or peer means having someone who listens, understands, and validates their experiences. This can significantly boost confidence and morale.
Bottom Line:
Neurodivergent employees don't need fixed but we do need help fixing the systems that weren’t built for us to begin with. Inclusion doesn’t happen through policies alone. It happens in everyday choices: how you listen, how you lead, how you make room.
Small small improvements can create lasting impact.
If You Found This Content Helpful Please Pin One of These Images.
It would really help my blog out. Thanks so much for Reading.
Amber
Amber has been neurodivergent her whole life, though she only received her diagnosis after turning 40. Following a challenging relationship and a move to a new city, she finally discovered that her brain's “alternative software” explained the uniqueness she had always experienced. Now hyperfocused on all things neurodiversity (along with crafting, designing, Stranger Things, and other special interests), Amber is building a community for people with misunderstood minds. Her mission is to help fellow neurodivergent individuals navigate this chaotic world that wasn't designed with their operating systems in mind. Through humor, authenticity, and a healthy dose of sarcasm, Amber creates connections where people can laugh about shared experiences that only they understand. She celebrates what others might call “weird” as actually being wonderful, creative, and powerful. By embracing these differences together, she believes neurodivergent individuals can form deeper, more meaningful connections based on genuine understanding and mutual appreciation of their extraordinary minds.
