How organizations can support neurodiversity in the workplace

Many organizational leaders and employees are unsure of what neurodiversity is, what it means for their workplaces and how they can support individuals who are neurodivergent. These are all important questions, especially considering it’s estimated that up to one in 5 (20%) individuals are neurodivergent, meaning they naturally think and process information differently from most individuals.

Neurodiversity can bring fresh ideas and new perspectives that benefit workplaces and communities. In fact, teams with neurodivergent professionals can be 30% more productive than those without them.

While these unique brain functions offer many benefits, they also create challenges for people and their loved ones living in a largely neurotypical world. Many people don’t understand or appreciate the benefits of neurodiversity. In some cases, it’s because they can’t see neurodivergent traits and assume a person is neurotypical.

As a result, neurodivergent people often face misunderstanding, exclusion and discrimination, like other marginalized and underrepresented groups. They are also at a higher risk for developing mental health concerns, particularly depression and anxiety.

In this article, we share insights to help organizations and individuals better understand neurodivergent traits and conditions. We also provide guidance on supporting neurodivergent individuals and their dependents in the workplace and at home.

Neurodiversity is used as an umbrella term to recognize and support the differences, strengths and abilities of persons with neurodivergent disorders such as attention deficit hyperactivity disorder (ADHD), autism spectrum disorder (ASD) and other neurological traits. The core idea is that neurodivergence reflects differences, not deficits, compared to neurotypical brain functioning.

While people with neurodivergent traits can have a wide range of experiences and abilities, they often share certain experiences, such as:

• People who have ADHD tend to find it more difficult to focus and control their impulses. Yet, they also tend to be more imaginative, creative and spontaneous — all attributes related to producing new ideas and problem-solving.
• People with ASD tend to find social interactions, communication, planning and organization difficult. They may also experience sensory challenges, such as sensitivity to loud noises and bright lights. But they tend to excel at attention to detail, pattern recognition and specific subjects.
• People with dyscalculia tend to have difficulty working with numbers and math. At the same time, they tend to be strong verbal communicators and strategic thinkers.
• People with dyslexia generally have difficulty recognizing, decoding and spelling words, which makes learning to read challenging. Yet, the way their brains process information often makes it easier for them to imagine and picture spaces, objects and shapes.
• People with Tourette’s Syndrome often make sounds or movements they cannot control, such as clearing their throat, coughing, jumping or shouting. They also tend to be creative, empathetic and good humored, among other strengths.

In addition, some people with neurodivergent traits may face challenges related to developmental, intellectual and cognitive disabilities, which can vary greatly in their impact. The more pronounced these challenges are, the more difficult a person may find it to:

• Learn new skills and behaviors
• Communicate verbally or nonverbally
• Understand social cues or the intentions of others
• Regulate emotions and behaviors
• Cope with a sensitivity to sounds, lights and textures
• Plan, organize, follow through or adapt to changes

Depending on the support needed, a range of evidence-based resources and interventions can help neurodivergent individuals, from managing day-to-day mental well-being and practicing self-care to addressing more complex needs.

As with many health concerns, early diagnosis and intervention can help individuals with neurodivergent traits to develop strategies to navigate neurotypical environments and enhance their overall well-being.

For example, outpatient therapy can help individuals with ADHD improve focus and manage impulses, while speech therapy can help strengthen verbal communication for individuals with ASD. Family therapy can also help household members build supportive skills and foster a positive environment.

In some cases, an integrated medical and behavioral health care approach is recommended. Depending on the individual’s needs and experiences, this may include:

• Psychiatric care
• Family therapy
• Individual therapy
• Applied behavioral analysis
• Social skills development
• Occupational therapy
• Other supports

For instance, many children with ASD may also experience co-occurring conditions, such as depression, anxiety, ADHD, epilepsy, or feeding and eating disorders. They often also benefit from an individualized education plan for extra support in school.

Some organizations anticipate that supporting neurodivergent employees may be challenging, especially when it comes to costs and resources. However, many accommodations are simple and can be implemented with minimal investment, benefiting both the employee and the workplace overall.

For instance, a quiet workspace with headphones to minimize distractions, flexible working hours and remote working options are common accommodations for people with neurodivergent traits. These same accommodations can also enhance the performance and job satisfaction of many neurotypical employees.

Similarly, when presenting or explaining something, consider the different ways people grasp and take in information, such as through visual aids, written instructions or talking. Providing written instructions or visual tools can help clearly communicate and outline project expectations, making it easier for all employees to stay on track, manage workloads and succeed.

As far as interpersonal interactions, everyone can benefit from a reminder to respect one another’s personal preferences and boundaries. For instance, whether an individual is neurotypical or neurodivergent, they may not feel comfortable making direct eye contact, being touched, or being exposed to loud sounds or bright lights.

Incorporating these kinds of guidelines and reminders into employee communications and trainings can help employees better understand how to interact with one another respectfully. Many employees also find it helpful to have a mentor who can help them understand the company’s culture, social nuances and intricacies of the organization.

Another important factor is encouraging and equipping leadership to promote inclusion, such as through town halls, email communications and online articles. This includes using respectful language and asking individuals how they prefer to be referenced.

When leaders prioritize inclusion and acceptance, it helps create an environment where employees feel the confidence to do the same. It also helps them feel supported regarding their own circumstances, including those who may need to prioritize caring for family members with additional support needs.

These are just a few of the ways organizations can create understanding and welcoming spaces while supporting neurodiversity in the workplace. Every employee is a unique individual with their own needs. The key is embracing these differences as opportunities to enrich and empower your teams — and your organization.

If your organization is seeking ways to promote and support neurodiversity, Optum can help. We guide individuals to personalized care that fits their unique needs and preferences across a full range of evidence-based behavioral health solutions. We also provide resources to help organizations create and foster inclusive environments.

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