Embracing the strengths of neurodiversity in the workplace

Despite most companies increasingly focusing on diversity, equity, and inclusion (DE&I) in their workforces, neurodiversity is often overlooked in recruiting efforts. As a result, these people typically experience higher unemployment rates and underemployment compared to the general population.

Neurodiversity is increasingly recognized as an asset in the workplace, but the professional world remains full of challenges for many neurodiverse people. Autism, ADHD, dyslexia and more shape the way people perceive, think and work, often bringing unique strengths and perspectives to the table. However, prejudice, bias, and lack of accommodation often prevent neurodivergent employees from reaching their potential.

EduBirdie’s recent survey of 2,000 neurodiverse Americans highlights critical gaps in workplace inclusivity and why companies are rethinking their approach to hiring, supporting, and empowering neurodiverse individuals It reveals what is needed.

Neurodivergent workers face persistent barriers

Research suggests that up to 15-20% of the U.S. population is neurodivergent. Despite increased awareness, neurodivergent individuals still struggle to be accepted in professional settings. The investigation revealed the following:

75% feel that the hiring process is biased, with many candidates being passed over because of their condition or being hired simply to meet inclusivity quotas. Almost half of neurodivergent workers do not disclose their condition in a job interview for fear of discrimination. Even after being hired, 91% hide their symptoms and one in three feel their job could be at risk if exposed.

These concerns are not unfounded. More than half of neurodivergent workers report facing abuse, including bullying, job loss, and pressure to hide their condition. Such environments cause a great deal of stress and limit employees’ ability to contribute fully.

We need a cultural shift.

“Actions speak louder than words,” says Avery Morgan, workplace productivity expert and chief communications officer at EduBirdie. “Many workplaces know how to say the ‘right things’ about DEI, but without real follow-through they can lose trust. Education is critical. Regular training helps improve neurodiverse Normalizing gender and highlighting its strengths increases understanding and appreciation across the team.”

Morgan advocates for actionable inclusion measures, such as flexible schedules, sensory-friendly spaces, and clear policies that address negative or ableist behaviors.

The strengths of neurodivergent employees

Research shows that teams with neurodivergent professionals can be 30% more productive than neurotypical professionals. Including and integrating diverse neurology experts can also improve team morale

Additionally, despite the potential workplace challenges, 82% of neurodivergent individuals believe their condition enhances their abilities and contributes valuable skills such as:

Attention to detail and strong visual thinking Creativity and innovative problem solving Excellent memory and unique perspective

“Every manager aims to field a team with a unique combination of skills and talent. Inclusion is essential to building a winning team. With the right environment and the right support, “Being different is no barrier to success,” Morgan said.

Creating a comprehensive hiring process

The path to inclusivity begins at the recruitment stage. Neurodivergent candidates often face biases rooted in traditional hiring practices that value social cues over skills.

“Employers should start by educating hiring managers about neurodiversity so they can fairly evaluate candidates,” Morgan said. “Job descriptions should be clear and specific, avoiding vague or overly complex language. Providing topics in advance and creating a distraction-free interview environment can help candidates This allows people to showcase their abilities without feeling undue stress.”

At Walgreens, we build inclusivity into our hiring strategy. “We value transparency,” said Mark Senier, Field Disability and Inclusion Manager. “For example, we share visuals of our training rooms to help candidates understand the tasks they are likely to encounter. Our hiring decisions focus on skills and potential, rather than adherence to traditional norms. ”

This approach helps create a fair and welcoming process for all candidates and allows neurodiverse individuals to shine.

Flexibility for increased productivity

One of the most important findings of the EduBirdie study is the impact of flexible working arrangements. 31% of neurodivergent employees say a remote or flexible work policy would significantly increase their productivity.

“A traditional office environment, with its fixed hours and distractions, can be overwhelming even for the untrained eye,” Morgan says. “By offering employees flexibility in when and where they work, we can create an environment that better suits their needs, leading to increased productivity and job satisfaction.”

“Our managers are given the training, flexibility and creativity to develop customized job support tools,” Senia said. “Building strong, personal relationships with our employees ensures that every team member has the opportunity to succeed.”

For example, an employee with dysgraphia may benefit from modified communication methods, while an employee with ADHD may do better with a structured workflow. Recognizing individual needs and creating a customized environment fosters a more inclusive and effective workplace.

Building an inclusive team

Inclusive teams require more than just accommodations. They need a culture of understanding and empathy. Neurodivergent leaders often set the standard for what this looks like.

“Employers should view neurodivergent perspectives as an opportunity, not a challenge,” Morgan said. “Promoting flexibility as an asset to teams rather than the exception helps balance consistency with the support neurodiverse employees need to thrive.”

Walgreens is taking a similar approach, with Senia emphasizing its “ATP” (Ask The Person) strategy. “We focus on the individual and ask them directly what kind of support they need to thrive,” Senia explained. “By actively listening to and responding to their needs, we create an environment where everyone can contribute their best work.”

Overcoming prejudice through education

Education and awareness are key to reducing stigma. According to a study by EduBirdie, 35% of neurodivergent employees believe that managers and HR teams need more training to promote inclusivity.

“These efforts are essential to creating a culture where all individuals are valued,” Senia said. “By emphasizing capabilities and possibilities, we shift the focus from limitations to possibilities.”

Such initiatives benefit not only neurodivergent employees, but also the organization as a whole. “Embracing diversity has made us a more dynamic and innovative organization,” Senia says. “Supporting neurodivergent employees is not just good for them, it’s good for everyone.”

The cost of failing DEI initiatives

The consequences of a lack of commitment to inclusivity are significant. EduBirdie’s research reveals:

55% of neurodivergent employees feel unsupported at work. 40% say their condition affects their pay and household finances. 69% experience impostor syndrome, fearing being seen as a diversity talent rather than recognized for their abilities.

“Without trust, even the best DEI efforts can fail,” Morgan says. “A culture that addresses negative or ableist comments and invests in actionable inclusion measures demonstrates a true commitment to valuing all employees.”

Practical steps for employers

To foster a truly inclusive workplace, employers can:

Educate and train managers on neurodiversity and inclusive hiring practices. Flexibility in adjusting schedules and work environments to meet individual needs. Tailor it to your specific requirements and ensure your employees feel supported and understood. Promote a culture of empathy and understanding by actively listening and building relationships.

“Ultimately, creating an inclusive environment means respecting neurodiverse perspectives,” Morgan said. “These perspectives drive innovation, enhance problem-solving, and enrich workplace culture. Inclusivity is not just the right thing to do, it’s a smart business decision.”

move forward

Neurodivergent employees bring incredible value to the workplace, but they still face significant barriers. By investing in education, flexibility, and empathy, companies can unlock the potential of neurodiverse talent and build a stronger, more innovative workforce.

“Embracing neurodiversity has made us a more dynamic and innovative organization,” Senia said. “Supporting neurodivergent employees is not just good for them, it’s good for everyone.”