Despite most companies’ increasing focus on diversity, equity, and inclusion (DE&I) in the workforce, neurodiversity is often overlooked in hiring efforts. As a result, these individuals usually experience higher rates of unemployment and underemployment compared to the general population.
Neurodiversity is gaining recognition as an asset in workplaces, but for many neurodivergent individuals, the professional world remains fraught with challenges. Autism, ADHD, dyslexia, and others shape how people perceive, think, and work—often bringing unique strengths and perspectives. Yet, stigma, bias, and a lack of accommodations often prevent neurodivergent employees from reaching their potential.
A recent EduBirdie survey of 2,000 neurodivergent Americans highlights the critical gaps in workplace inclusivity and reveals why businesses need to rethink their approach to hiring, supporting, and empowering neurodivergent individuals.
Neurodivergent Workers Face Persistent Barriers
Research suggests that up to 15-20% of the U.S. population is neurodivergent. Despite increasing awareness, neurodivergent individuals still struggle to find acceptance in professional environments. The survey revealed:
- 75% feel hiring processes are biased, with many candidates overlooked due to their condition or hired simply to fulfill inclusivity quotas.
- Nearly half of neurodivergent workers do not disclose their condition during job interviews, fearing discrimination.
- Even after being hired, 91% mask their symptoms, and 1 in 3 feel disclosure could jeopardize their job.
These fears are not unfounded. Over half of neurodivergent workers report facing mistreatment, including bullying, job loss, and pressure to hide their condition. Such environments create immense stress and limit employees’ ability to contribute fully.
A Culture Shift Is Needed
“Actions speak louder than words,” said Avery Morgan, workplace productivity expert and Chief Communications Officer at EduBirdie. “A lot of workplaces know how to say the ‘right things’ about DEI, but without real follow-through, trust can be lost. Education is crucial—regular training normalizing neurodiversity and highlighting its strengths builds understanding and appreciation across teams.”
Morgan advocates for actionable inclusivity measures, such as flexible schedules, sensory-friendly spaces, and clear policies addressing dismissive or ableist behavior.
The Strengths Neurodivergent Employees Bring
Research shows that teams with neurodivergent professionals can be 30% more productive than their neurotypical counterparts. The inclusion and integration of neurodivergent professionals can also boost team morale
Plus, despite potential workplace challenges, 82% of neurodivergent individuals believe their condition enhances their abilities, contributing valuable skills such as:
- Attention to detail and strong visual thinking
- Creativity and innovative problem-solving
- Better memory and unique perspectives
“Every manager aims to assemble teams with a unique combination of skills and talents. Inclusivity is essential to building a winning team. In the right environment, and with the right support, being different is not a barrier to success,” said Morgan.
Creating an Inclusive Hiring Process
The road to inclusivity begins at the hiring stage. Neurodivergent candidates often face biases rooted in traditional hiring practices that emphasize social cues over skills.
“Employers should start by educating hiring managers about neurodiversity so they can assess candidates fairly,” said Morgan. “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 showcase their abilities without undue stress.”
At Walgreens, inclusivity is woven into their hiring strategy. “We prioritize transparency,” said Marc Senia, Manager of Field Disability Inclusion. “For example, we share visuals of training rooms to help candidates understand the tasks they may encounter. Our hiring decisions emphasize skills and potential, not adherence to traditional norms.”
This approach helps create a fair, welcoming process for all candidates, allowing neurodivergent individuals to shine.
Flexibility as a Productivity Booster
One of the most significant findings of the EduBirdie survey is the impact of flexible work arrangements. 31% of neurodivergent employees say remote or flexible work policies significantly improve their productivity.
“The traditional office environment, with its fixed hours and distractions, can be overwhelming even for those without conditions,” said Morgan. “Offering flexibility in when and where employees work allows them to create an environment that better suits their needs, leading to higher productivity and job satisfaction.”
“Our managers are empowered with training, flexibility, and creativity to develop tailored job aids,” said Senia. “Building strong, personalized relationships with employees ensures that every team member has the opportunity to succeed.”
For example, employees with dysgraphia may benefit from modified communication methods, while those with ADHD might excel with structured workflows. Recognizing individual needs and creating customized accommodations fosters a more inclusive and effective workplace.
Building Inclusive Teams
Inclusive teams require more than 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 opportunities, not challenges,” said Morgan. “Promoting flexibility as a team asset rather than an exception helps balance consistency with the support neurodivergent employees need to thrive.”
Walgreens takes a similar approach, with Senia highlighting their “ATP” (Ask The Person) strategy. “We focus on the individual, asking directly what support they need to thrive,” explained Senia. “By actively listening and responding to their needs, we create an environment where everyone can contribute their best work.”
Overcoming Stigma Through Education
Education and awareness are critical in reducing stigma. The EduBirdie survey found that 35% of neurodivergent employees believe managers and HR teams need more training on fostering inclusivity.
“These initiatives are essential for creating a culture where every individual is valued,” said Senia. “By emphasizing abilities and potential, we shift the focus from limitations to possibilities.”
Such efforts benefit not only neurodivergent employees but also the organization as a whole. “By embracing diversity, we’ve become a more dynamic and innovative organization,” said Senia. “Supporting neurodivergent employees isn’t just good for them—it’s good for everyone.”
The Cost of Failing DEI Initiatives
When inclusivity efforts fall short, the consequences are significant. The EduBirdie survey revealed:
- 55% of neurodivergent employees feel unsupported at work.
- 40% say their condition impacts their salary and finances.
- 69% experience impostor syndrome, fearing they’re viewed as diversity hires rather than recognized for their abilities.
“Without trust, even the best DEI efforts can fail,” said Morgan. “A culture that addresses dismissive or ableist comments and invests in actionable inclusivity measures shows 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.
- Offer flexibility in schedules and work environments to accommodate individual needs.
- Tailor accommodations to specific conditions, ensuring employees feel supported and understood.
- Promote a culture of empathy and understanding through active listening and relationship-building.
“Ultimately, creating an inclusive environment means celebrating neurodivergent perspectives,” said Morgan. “These perspectives drive innovation, enhance problem-solving, and enrich workplace culture. Inclusivity isn’t just the right thing to do—it’s a smart business decision.”
Moving Forward
Neurodivergent employees bring incredible value to the workplace, yet they continue to face significant barriers. By investing in education, flexibility, and empathy, businesses can unlock the potential of neurodivergent talent and build a stronger, more innovative workforce.
“By embracing neurodiversity, we’ve become a more dynamic and innovative organization,” said Senia. “Supporting neurodivergent employees isn’t just good for them—it’s good for everyone.”