How to Build a Neurodiverse-Friendly Workplace (It’s Easier Than You Think!)

Building a workplace that supports neurodiversity doesn’t have to be complicated. In fact, many of the most impactful changes are simple, low-cost, and benefit everyone—not just neurodivergent employees.

According to research from the American Enterprise Institute, 15–20% of people are neurodiverse—which means chances are, you already have neurodivergent employees on your team. But without a clear framework in place, many organizations miss the opportunity to fully support them.

Employees with ADHD, autism, or dyslexia may choose not to disclose their diagnosis if they fear it could influence how others view or assess them. In organizations without inclusive policies, these employees can end up struggling in silence—often resulting in disengagement, burnout, or even leaving the company.

The good news? Creating a neurodiverse-friendly workplace is easier than you think. And when you do, the payoff is huge: neurodiverse employees often bring exceptional focus, creative problem-solving, attention to detail, and unique perspectives that drive innovation and improve team performance.

Here’s how to start building a more inclusive and supportive environment for neurodivergent talent.

1. Start with Awareness and Training

Most people want to be inclusive—they just don’t know how. Offer basic training to help your team understand what neurodiversity is and how it shows up at work. Cover topics like:

• Different communication styles

• Common challenges (like sensory sensitivity or executive functioning struggles)

• Strengths neurodivergent people often bring to the table

Even small shifts in awareness can help create a culture of empathy and respect.

2. Rethink the Interview Process

Traditional interviews often disadvantage neurodivergent candidates. Try simple changes like:

• Sharing interview questions in advance

• Offering a skills-based assessment

• Giving candidates the option to interview via video, phone, or in writing

These adjustments help candidates showcase their strengths in ways that are more aligned with how they work best.

3. Create Flexibility in Workspaces

Not everyone thrives in the same type of environment. Support focus and comfort by offering:

• Leverage technology: noise-canceling headphones, speech-to-text, project management software that adapts to how people process information

• Remote or hybrid work options are a win for your whole team

• Lighting adjustments or sensory-friendly zones

Small accommodations can make a big difference in performance and well-being.

4. Use Clear, Direct Communication

Clarity is key. Avoid vague or open-ended instructions. Instead:

• Be specific about expectations, deadlines, and next steps

• Summarize meetings and action items in writing

• Give direct feedback that’s constructive and kin

Everyone benefits when communication is easy to follow.

5. Make Accommodations Easy to Access

Neurodivergent employees are often hesitant to ask for support. Normalize accommodations by:

• Creating a simple, judgment-free process to request them

• Encouraging managers to ask what support looks like (without requiring medical disclosure)

• Treating flexibility as a core part of how you do business. This benefits everyone!

Many accommodations—like flexible hours, written instructions, or extra processing time—cost nothing but have a high impact.

Inclusion Doesn’t Happen by Accident

Neurodiverse employees are already part of the workforce—but they often go unseen and unsupported. Without thoughtful policies and inclusive practices, businesses risk missing out on the full potential of this group.

The great news is that small changes go a long way. Start today with awareness, flexibility, and empathy. You’ll not only make your company more inclusive—you’ll make it stronger.

Need help building an inclusive hiring process or improving your employee experience? Let’s talk about how we can help.