Harnessing Neurodivergent Strengths: Accommodations for an Inclusive Workplace
- David Martin, MPH
- Oct 6
- 5 min read
Celebrating Neurodivergent Strengths, and Designing Accommodations That Truly Support
Neurodivergent individuals have long faced systemic barriers in the workplace, from historical exclusion to misunderstandings. Recognizing their strengths isn’t just ethical, it’s strategic: many bring exceptional focus, creativity, and pattern recognition that can elevate teams and innovation.
Key Takeaways
Examining the historical discriminatory practices against neurodivergent workers
Exploring some of the strengths associated with neurodivergence
Addressing the need for workplace accommodations
Offering solutions and exploring the kinds of accommodations that can be offered
Introduction
Neurodivergence encompasses a wide range of neurological and developmental conditions, including autism, ADHD, dyslexia, and dyspraxia. While the Americans with Disabilities Act (ADA) currently legally considers these conditions as disabilities, as they can impair certain workplace functions, there has been a growing movement within the neurodivergent community itself to rebrand them as a difference in brain wiring with unique skills that can be leveraged in workplace contexts, rather than as debilitating conditions. In this article, we will examine the state of workplace practices that discriminate against neurodivergent individuals and explore possible solutions and how they can be mediated to create more inclusive environments.
History of Workplace Policies and Legislation
Neurodivergent conditions did not come into public attention until the mid- to late 20th century. Many prominent historical figures, such as Isaac Newton and Albert Einstein, are rumored to have been on the autism spectrum because of certain behavioral traits they exhibited that align with ASD. However, both individuals lived at a time when there was no diagnostic criteria to assess for autism.
In the United States, legal protections against workplace discrimination for disabled populations were not brought to the forefront of public discourse until the 1990s. President George H.W. Bush signed the Americans with Disabilities Act (ADA) into law in 1990 to safeguard disabled workers from workplace discrimination. Then, in 2008, the ADA was amended to broaden its coverage towards a wider range of conditions, including neurodivergent conditions.
Current Workplaces Practices and Discrimination
Despite these progressive legislative initiatives, neurodivergent persons still face many challenges in traditional workplace environments. In fact, according to research conducted in the UK, one in five (20%) neurodivergent employees have experienced discrimination or harassment in employment settings. Additionally, a report from CIPD revealed that only slightly over half of employees feel that either their organization (52%) or their team (54%) is inclusive and accommodating towards neurodiversity. Furthermore, not every neurodivergent individual is aware of their condition or receives a diagnosis.
Barriers to employment are also a major concern. According to the CTE Policy Watch, 85% of autistic workers are unemployed. Research also shows that there could be as many as 67 million Americans with a neurodivergent condition, with their unemployment rate ranging from 30% to 40%.
Strengths Neurodivergent Employees Can Offer
While legally and clinically considered disabilities, neurodivergent people possess strengths that can set them apart from their neurotypical counterparts. People with conditions like ASD can be very adept at attention to detail, pattern recognition, and hyperfixation on specific subjects. These traits can be very invaluable at jobs that require intense focus, problem solving, and excellent precision. In addition, their difference in brain wiring can be an invaluable addition to a workplace that requires creative input, which some neurodivergent people excel at.
So What Accommodations Can Modern Workplaces Implement?
There are many strategies to effectively create a more inclusive environment for neurodivergent individuals. Employers can consider these following cost-effective steps to enable tailored support:
Remote work: With rapidly increasing internet usage and the recent COVID-19 pandemic rendering remote work more accessible, many private and public industries have leveraged the use of remote work. Offering the option to work from home can be ideal for people who are neurodivergent, as it reduces both the social and environmental stressors typically associated with in-person jobs. It also allows for better-focused work
Clear written instructions: Written instructions can eliminate the social ambiguity and lack of memory recall often associated with verbal instructions.
Safe spaces: Employers can also provide safe spaces—akin to religious prayer rooms—where employees can feel safe to pace around or stim if they need to. These spaces can also serve as quiet zones for people who feel overwhelmed by artificial lighting and sounds.
Workload Flexibility: Time management can be a major challenge for those with certain neurodivergent conditions, like ADHD. Employers can allow for reasonable accommodations such as reducing workload, allowing employees to focus on one task at a time, allowing flexible scheduling, and extending deadlines if need be.
Creating an Accepting Atmosphere: Creating a neurodivergent-friendly environment is paramount to achieving a tolerant and inclusive workplace.
Conclusion
Neurodivergent workers have historically faced barriers to acquiring and maintaining employment. While legislative measures have lifted some of these barriers and eased the process, challenges still exist. These include discrimination, prejudice, lack of accommodations, lack of awareness of neurodiversity, and a lack of effectively diagnosing adults who may be neurodivergent. As a neurodivergent individual myself, I am no stranger to these complexities when it comes to navigating the workforce. With more training, inclusionary practices, and better accommodations, the workforce can expand and gain more talented and hard-working individuals.
Frequently Asked Questions
What percentage of neurodivergent people are unemployed?
According to research studies, approximately 30%-40% of the neurodivergent population is unemployed.
What is the statistical breakup of Americans with a neurodivergent condition?
It is estimated that 2.8% of American adults have ASD, 4.6% have ADHD, and between 3% and 7% of Americans have dyslexia.
Are vocational rehabilitation services effective at raising the employment rate for neurodivergent people?
Yes. In fact, approximately 60% of adults with ASD who participate in vocational rehabilitation services gain employment.
How can skills-based hiring practices help?
Skills-based hiring practices focus more on skills relevant to the job itself and bypass the social complexities that come with traditional job interview approaches.
Sources
1. Research Roundup (CTE Policy Watch) CTE Policy Watch. (2024, May 17). Research roundup: Neurodiversity in the workplace, student financial aid eligibility and guided pathways. Association for Career and Technical Education. Retrieved August 28, 2025, from https://ctepolicywatch.acteonline.org/2024/05/research-roundup-neurodiversity-in-the-workplace-student-financial-aid-eligibility-and-guided-pathwa.html creativespirit-us.org
2. ADA History (University of San Diego Law Library Guides) University of San Diego, Legal Research Center. (n.d.). ADA history. In LawLib Guides. Retrieved August 28, 2025, from https://lawlibguides.sandiego.edu/ada_history Law Library Guides
3. CIPD Neurodivergent Employees Harassment/Discrimination Chartered Institute of Personnel and Development. (2024, February 20). One in five neurodivergent employees experienced harassment or discrimination at work. Personnel Today. Retrieved August 28, 2025, from https://www.personneltoday.com/hr/neurodiversity-discrimination-cipd-uptimize-report/ Personnel Today
4. ADA Amendments Act of 2008 (EEOC) U.S. Equal Employment Opportunity Commission. (n.d.). Americans with Disabilities Act Amendments Act of 2008 (ADAAA). Retrieved August 28, 2025, from https://www.eeoc.gov/statutes/ada-amendments-act-2008 EEOC+1
5. Blanchard, V. (2023, September 14). Autism employment statistics: The 100% complete guide. Spectroomz. https://www.spectroomz.com/blog/autism-employment-statistics
