Neurodivergent individuals – those with autism, ADHD, dyslexia, and other cognitive differences – bring unique perspectives and strengths that can greatly benefit organizations. However, without proper support and accommodations, they may struggle to thrive. With April 2nd being World Autism Awareness Day, let’s look at how HR professionals can identify and create an inclusive environment for neurodivergent employees.

Recognizing Neurodivergence in the Workplace

The first step is knowing how to recognize a neurodivergent employee if they do not directly share that information with you. Neurodivergence manifests in various ways, including different communication styles, sensory sensitivities, and problem-solving approaches. While some employees may disclose their neurodivergence, others may not due to fear of stigma. HR teams should foster a culture where employees feel safe to discuss their needs without fear of discrimination. This can be done by promoting awareness, normalizing conversations about neurodiversity, and offering flexible support systems for all employees, regardless of disclosure.

Typical behavior traits to look for include:

• Communication:
  • May have difficulty with social cues or interpreting nonverbal communication. 
  • May communicate in a direct or literal way, which can be misinterpreted. 
  • May struggle with multitasking or prioritizing tasks. 
• Sensory Processing:
  • May be sensitive to sensory stimuli like noise, light, or touch. 
  • May require specific environments or accommodations to reduce sensory overload. 
• Social Interactions:
  • May struggle with social situations or small talk. 
  • May have difficulty with eye contact or maintaining personal space. 
• Executive Functioning:
  • May struggle with planning, organization, and time management. 
  • May have difficulty with impulse control or staying on task. 
• Strengths:
  • May have strong attention to detail, pattern recognition, or problem-solving skills. 
  • May excel in areas that require focus, creativity, or technical skills. 

How to Create an Inclusive and Accommodating Workplace

1. Flexible Work Arrangements – Allowing for remote work, flexible hours, or quiet spaces can help neurodivergent employees work in a setting that best suits their needs.
2. Clear Communication – Use straightforward, concise communication in meetings, emails, and instructions. Providing written summaries and visual aids can support those who process information differently.
3. Sensory-Friendly Workspaces – Noise, lighting, and other environmental factors can be overwhelming for some neurodivergent employees. Offering noise-canceling headphones, adjustable lighting, and quiet rooms can make the workplace more comfortable.
4. Assistive Technology – Tools such as speech-to-text software, organizational apps, and alternative input devices can help employees with different learning and working styles.
5. Training and Awareness – Educate managers and coworkers about neurodiversity through training programs to foster understanding, empathy, and inclusive collaboration.
6. Performance Evaluations and Feedback – Offer clear, structured feedback with specific guidance on tasks and expectations. Some neurodivergent employees may benefit from a strengths-based approach rather than traditional evaluation methods.

The Business Case for Neurodiversity

Neurodivergent individuals often excel in creativity, problem-solving, pattern recognition, and innovation. Companies that invest in inclusive policies gain access to untapped talent, improve employee retention, and enhance workplace culture.

By fostering an environment that respects cognitive differences, HR professionals can ensure that all employees, neurodivergent or not, have the opportunity to succeed. Inclusion is more than just policy – it’s a commitment to recognizing and valuing every individual’s unique contributions.

ASE Connect

Webinar: Neurodiversity in the Workplace
April 2, 2025 | 9:00 a.m. – 10:00 a.m.
Register

During this webinar attendees will gain an understanding of the meaning of neurodiversity and discuss neurodiversity in the workplace. An interactive panel discussion will provide useful tips and techniques about hiring, onboarding, retaining, and accommodating neurodivergent employees within their organizations.

Presented and facilitated by the Michigan Department of Labor and Economic Opportunity.

Panelists

Laurel Buck, Autism Alliance of Michigan
Matthew Glave, Michigan Career Technical Institute Training Instructor
Christopher Brennan, CompreNew

Practice Neuroinclusive Leadership Infographic

Download the Practice Neuroinclusive Leadership infographic courtesy of ASE partner, McLean & Company. Download here.

For more resources, including a comprehensive learning guide, ASE members with McLean access can login to the ASE Dashboard to access McLean & Company.  For more information contact Dana Weidinger.

Sources: askearn.org; McLean & Company; SpringHealth; DiversityResources.com