In recent years, awareness and understanding of neurodiversity have grown significantly — and rightly so. Neurodiversity acknowledges that there’s no single “right” way for the human brain to function. People think, learn, and communicate differently — and these differences can be a real strength in the workplace.

Whether it’s autism, ADHD, dyslexia, dyspraxia, or other neurological variations, neurodiverse individuals bring unique perspectives, creativity, and problem-solving abilities that can enrich teams and drive innovation. But to unlock that potential, both candidates and employers need to know how to navigate the workplace in ways that foster understanding, inclusion, and support. 

For Candidates: Embracing Your Strengths and Advocating for Support

1. Know your value
Your neurodiversity is part of what makes you you. Many neurodiverse individuals excel in areas like pattern recognition, focus, analytical thinking, or creative problem-solving. Reflect on how your strengths align with the role you’re applying for — and highlight them during interviews or in your CV.

2. Decide how and when to disclose
Disclosure is a personal choice. Some candidates prefer to mention their neurodiversity early to ensure accommodations (for example, alternative interview formats or extra time for assessments). Others prefer to wait until after an offer is made. Think about what works best for you and what information you’re comfortable sharing.

3. Ask for what you need
Reasonable adjustments can make a big difference — whether it’s flexible hours, written rather than verbal instructions, noise-cancelling headphones, or clear communication around expectations. Employers can’t support what they don’t know, so it’s okay to ask.

4. Build a support network
Connect with mentors, neurodiversity networks, or advocacy groups. Many companies now have internal employee resource groups (ERGs) dedicated to neurodiversity and mental health support.

For Employers: Building Inclusive, Neurodiverse Workplaces

1. Foster an inclusive culture
Inclusion starts with awareness. Provide neurodiversity training for hiring managers and teams, encouraging empathy and understanding. A culture where everyone feels safe to be themselves benefits the entire organisation — not just neurodiverse staff.

2. Rethink recruitment
Traditional hiring methods can unintentionally disadvantage neurodiverse candidates. Consider offering alternative interview formats, sharing questions in advance, or using practical work trials rather than timed assessments. Focus on what the candidate can do, not how well they “perform” in a standard interview setting.

3. Offer workplace adjustments
Reasonable adjustments aren’t expensive — and they make a world of difference. Small changes like flexible start times, quiet workspaces, or written feedback instead of verbal can support productivity and well-being.

4. Encourage open communication
Promote a safe environment for employees to discuss their needs without fear of stigma. When managers lead with understanding, employees are more likely to thrive.

5. Celebrate diversity as an asset
Neurodiverse teams often approach challenges from fresh angles, driving creativity and innovation. Highlight and celebrate neurodiversity in internal communications and company culture — not as an exception, but as an integral part of workplace diversity.

A Shared Responsibility

Creating neuroinclusive workplaces isn’t just about policy — it’s about people. Candidates should feel empowered to bring their authentic selves to work, and employers should strive to build environments that recognise and support diverse ways of thinking.

As awareness grows, so does the opportunity to redefine what an inclusive, successful workplace looks like — one that truly values every kind of mind.