Managing neurodivergent employees: A playbook for success in the workplace

Diversity in the workplace today isn’t just limited to ethnicity, gender, or age. 

One crucial dimension of diversity that often goes overlooked is neurodiversity. The term encompasses individuals who think and process information differently, including those with ADHD, autism, dyslexia, and other conditions.

Employing neurodivergent individuals isn’t just an act of inclusion; it can be a strategic advantage. 

Neurodivergent employees bring unique strengths like innovative problem-solving, attention to detail, and exceptional creativity. However, traditional work environments can unintentionally hinder their success. 

This guide provides actionable tips for managing neurodivergent employees and explains how to foster an inclusive workplace.

Understanding neurodivergence

Neurodivergence describes brain differences that affect how people learn, communicate, and interact with the world. Conditions like ADHD, autism spectrum disorder (ASD), dyslexia, dyspraxia, and others fall under this umbrella.

Key facts about neurodivergence in the workplace:

• Up to 20% of the global population is neurodivergent.

• Many neurodivergent employees have exceptional abilities, including pattern recognition, hyper-focus, and creative thinking.

• Despite their talents, neurodivergent individuals often face workplace barriers such as stigma, lack of accommodations, or rigid workflows.

Myth-busting is essential: neurodivergence is not synonymous with disability. Instead, it represents a different set of strengths and challenges that require thoughtful management.

Learn more about neurodivergence in our article below.

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Increased availability of remote work may have created more opportunities for neurodivergent workers, but opportunity and reality are not the same thing. Truly supporting neurodivergence in the workplace requires deliberate and thoughtful effort from managers and HR leaders.

Why does neurodiversity matter in the workplace?

Neurodivergent individuals often have unique strengths that can drive innovation and enhance organizational performance. For example, a 2023 report by Birkbeck University of London found that among neurodivergent individuals surveyed, 80% reported hyperfocus, 78% identified creativity, and 75% noted innovative thinking as key strengths they bring to the workplace.

These attributes can lead to improved problem-solving capabilities and the development of novel solutions, providing organizations with a distinct competitive edge.

Enhancing innovation and productivity 

Organizations that actively recruit, retain, and support neurodivergent employees can gain a competitive advantage through increased diversity in skills and approaches to problem-solving. Neurodivergent employees often approach problems from unconventional angles, leading to fresh ideas and innovative solutions.

A 2021 article from Deloitte Insights emphasizes that such efforts can lead to enhanced innovation and productivity, as neurodivergent professionals bring different and valuable ways of thinking.

Improving team performance and employee retention

Diverse teams perform better by combining different cognitive strengths. Employees with ADHD might excel in brainstorming sessions, while those with autism may shine in detail-oriented tasks. 

Inclusive work environments foster loyalty. When neurodivergent employees feel supported, they’re more likely to remain engaged and committed to the company.

By embracing neurodiversity, organizations can access a wider range of skills and perspectives, helping to alleviate workforce constraints and drive business success.

Real-world examples

Several leading companies have recognized the value of neurodiversity and implemented programs to harness its potential:

• SAP: The German software company SAP announced in 2013 its intention to hire 650 autistic individuals for its research and development department, aiming for 1% of its workforce to be autistic employees.

• Microsoft: In 2015, Microsoft launched a program to hire full-time autistic employees at its Redmond headquarters, recognizing the unique strengths they bring to the organization.

• KPMG: The professional services firm KPMG has taken steps to support neurodivergent colleagues, including setting targets to increase the number of leaders with disabilities (including neurodiversity) from 7% to 15% by 2030.

Creating a neuroinclusive workplace 

To fully realize the benefits of neurodiversity, organizations must cultivate an inclusive environment that accommodates diverse neurological needs. This includes implementing flexible work schedules, providing clear communication, and offering tailored support such as quiet workspaces or assistive technologies. Education and training for all employees on neurodiversity can also foster a more inclusive culture.

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A lack of understanding and awareness

One of the most significant barriers neurodivergent employees face is a lack of understanding among colleagues and leadership. Misconceptions and stereotypes about neurodivergence can lead to biased assumptions about an employee's abilities.

Many managers and teams lack training on neurodiversity, making it difficult to provide the right support. A 2021 survey by Deloitte found that only 23% of organizations provide neurodiversity training for managers, leaving a significant gap in awareness. 

This can lead to feelings of isolation, lower morale, and missed opportunities for utilizing the unique talents of neurodivergent individuals. 

Inflexible work environments

Traditional office environments often fail to accommodate the sensory and cognitive needs of neurodivergent individuals.

For instance, open-plan offices, bright lighting, and noisy spaces can be overwhelming for employees with sensory sensitivities, such as those on the autism spectrum. Strict 9-to-5 schedules can be challenging for individuals with ADHD or conditions that affect focus and energy levels at certain times of the day.

This can reduce productivity and increase stress among neurodivergnt employees, leading to burnout.

Communication challenges 

A 2019 study published in Journal of Business and Psychology found that communication barriers significantly impacted collaboration and career advancement for neurodivergent employees.

That’s because neurodivergent employees may have different communication styles that don’t align with traditional workplace norms.

Social cues or indirect communication can be confusing for individuals with autism, leading to misunderstandings in team dynamics. Traditional performance reviews can be anxiety-inducing if feedback is unclear or overly critical.

Recruitment and hiring bias

The hiring process itself can be a barrier for neurodivergent individuals.

• Traditional interviews: Standard interview formats often emphasize social interaction and quick responses, which may disadvantage candidates with conditions like autism or dyslexia.

• Overlooking strengths: Recruitment practices focused on conformity rather than unique skills can exclude neurodivergent talent.

Many qualified neurodivergent candidates are overlooked, contributing to unemployment rates among this group being disproportionately high.

A Harvard Business Review report highlighted that up to 85% of autistic individuals are underemployed or unemployed despite having valuable skills.

Lack of accommodation and support

Even after hiring, many workplaces fail to provide the necessary accommodations.

• Limited flexibility: Few companies offer flexible workspaces or options for remote work, which could benefit neurodivergent employees.

• Inadequate tools: Without assistive technologies or tailored workflows, employees with dyslexia or ADHD may struggle with tasks like organization or written communication.

This lack of support can hinder productivity and career growth, creating a cycle of frustration and disengagement.

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A playbook for managing neurodivergent employees

Creating a workplace where neurodivergent employees can thrive requires intentional changes to organizational practices, policies, and culture. Employers must take proactive and tangible steps to accommodate diverse neurological needs, ensuring that all employees can contribute to their best. Below are strategies to help address the challenges neurodivergent employees face:

Educate the workforce

A lack of understanding about neurodiversity is one of the most significant barriers to inclusion. Education is the first step toward creating a more empathetic and supportive workplace.

• Provide neurodiversity training. Equip managers and employees with the knowledge to better understand and work alongside neurodivergent colleagues. Topics can include communication styles, sensory sensitivities, and how to identify unconscious bias.

• Incorporate neurodiversity into DEI programs. Diversity, equity, and inclusion (DEI) initiatives should explicitly include neurodiversity as a critical dimension of diversity.

• Celebrate awareness days. Use opportunities like World Autism Awareness Day or Dyslexia Awareness Week to share stories and highlight neurodiverse talent within the organization.

By fostering understanding and breaking down stereotypes, employers create a foundation for genuine inclusion and collaboration.

Offer flexible work options

Traditional work structures can pose challenges for neurodivergent employees. Flexibility is key to accommodating their diverse needs.

Allow employees the option to work from home, especially if the office environment presents sensory challenges. Offering flexible working hours allows individuals to accommodate varying energy levels, focus patterns, or medical appointments.

Additionally, offering access to customizable workspaces, which have quiet zones, noise-canceling headphones, or the ability to adjust lighting and seating arrangements can create a more comfortable environment.

Flexibility enables neurodivergent employees to manage their work in a way that aligns with their strengths, leading to increased productivity and job satisfaction.

Adapt recruitment practices

The hiring process often unintentionally excludes neurodivergent candidates by prioritizing social and communication skills over technical or creative abilities. 

Inclusive hiring practices help employers tap into a broader talent pool and uncover unique skills that traditional methods might overlook. Adjusting recruitment practices also ensures a fairer evaluation of talent. A few ways to do this include:

• Use skills-based assessments. Replace traditional interviews with hands-on tasks, case studies, or portfolio reviews to assess abilities in a more authentic context.

• Provide advance information. Share the interview format, questions, and expectations ahead of time to reduce anxiety and allow candidates to prepare.

• Train hiring managers. Educate recruiters and managers on how to recognize and value neurodivergent strengths. Avoid penalizing candidates for behaviors that don’t fit neurotypical norms, like avoiding eye contact or providing short answers.

Make reasonable accommodations

Tailored accommodations allow neurodivergent employees to focus on their strengths while minimizing the impact of potential challenges. Making reasonable accommodations can make a significant difference in the performance and well-being of neurodivergent employees.

• Assistive technology. Provide tools such as speech-to-text software for employees with dyslexia or task management apps for those with ADHD.

• Ergonomic adjustments. Offer sit-stand desks, sensory-friendly chairs, or other workplace modifications that enhance comfort.

• Clear workflows. Use visual aids, checklists, and structured project plans to support employees who thrive on clarity and routine.

Foster a culture of inclusion

Inclusion is about more than policies; it’s about creating an environment where everyone feels they belong.

• Normalize neurodiversity. Share success stories of neurodivergent employees and their contributions to the organization. This not only reduces stigma but also helps colleagues appreciate the value of neurodiverse perspectives.

• Encourage Employee Resource Groups (ERGs). Support the formation of neurodiversity-focused groups where employees can connect, share experiences, and advocate for change.

• Involve neurodivergent voices in decision-making. Include neurodivergent employees in conversations about workplace policies and accommodations to ensure their needs are met.

Leverage the power of asynchronous work

Asynchronous (async) work is a game-changer for neurodivergent employees. In an async-first culture:

• Employees can process information and respond on their own time, reducing the pressure of real-time communication.

• Written communication provides clarity and minimizes ambiguity.

• Neurodivergent employees can structure their day around their peak productivity times, rather than adhering to rigid schedules.

Companies like Remote who are adopting async-first practices are better equipped to support neurodivergent employees while benefiting from their full potential.

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How does Remote support neurodivergent employees?

Remote’s async-first approach has been instrumental in creating an inclusive environment for all employees, including those who are neurodivergent.

Remote has several key practices to enable better management of neurodivergent team members:

Async-first approach

Remote emphasizes asynchronous work, which naturally accommodates many neurodivergent employees by allowing them to work in ways that suit their needs⁠. This includes:

• Written instructions instead of verbal

• Meeting agendas provided in advance

• Optional camera use during meetings

• Flexible scheduling for symptom management⁠.

Manager training and support

Managers are encouraged to:

• Avoid making assumptions about performance factors

• Create psychologically safe environments

• Use open-ended questions in discussions

• Direct employees to proper accommodation processes when needed⁠.

Customizable work environment

Neurodivergent employees can customize their work environment and manage schedules according to their individual needs, enhancing comfort and efficiency⁠. The company has also created a dedicated Neurodivergent Hub and Slack channels to provide additional support and resources for both managers and team members⁠

Embracing neurodiversity in the workplace: A win-win for everyone

Managing neurodivergent employees effectively isn’t just about doing the right thing — it’s about unlocking untapped potential that can drive innovation, improve productivity, and strengthen your company culture.

By fostering a culture of inclusion, offering tailored accommodations, and adopting async work practices, companies can create environments where neurodivergent employees not only succeed but thrive.

Ready to embrace neurodiversity in your workplace? Learn how Remote’s async-first culture can help your business unlock the full potential of neurodivergent talent.

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