Imagine a workplace where everyone, regardless of how their brain works, feels like they belong, can contribute fully, and be their authentic selves. That’s the goal of neuroinclusion: building environments that support and celebrate neurodivergent employees.
Neurodivergence is a term that refers to brain-based differences in the way people think, sense, communicate, and interact with the world. This includes people with ADHD, autism, dyslexia, OCD (Obsessive Compulsive Disorder), Tourette’s syndrome, and other learning or mental differences. These differences aren’t deficits but rather variations that bring unique perspectives and strengths to the workplace.
When workplaces invest in neuroinclusion, everyone benefits. Neurodivergent employees often bring deep focus, creativity, innovative thinking, and a fresh approach to problem-solving. These attributes can lead to increased productivity, improved teamwork, and a more dynamic, welcoming workplace culture.
Unfortunately, many neurodivergent employees face barriers that make it difficult to thrive. These barriers include rigid work structures, sensory overload, stigma, and communication styles that don’t accommodate their needs. This can result in burnout, reduced productivity, and feelings of exclusion.
One neurodivergent employee shared, “Last-minute asks are very overwhelming. I need chunks of uninterrupted time to focus on a task. But that rarely happens… I take on more than I should, at a cost to my mental health.” Another explained how the lack of remote work options affected them: “I have terrible burnout in the workplace. Sensory issues, physical joint issues, and most importantly, no work-from-home accommodation. That one would make a world of difference.”
So what helps?
Creating neuro-inclusive environments starts with flexibility and understanding. Here are a few key strategies:
- Flexible hiring and work policies that adapt to individual needs
- Sensory-friendly workspaces and meetings
- Clear, direct communication and predictable schedules
- Assistive technology and accommodations
- Ongoing neuroinclusion education and training for all staff
- Supportive leadership and modelling
- Social inclusion efforts such as….
Importantly, many of these changes aren’t expensive or complex. According to research done by Carleton University, up to 95% of workplace adjustments for neurodivergent employees are not costly. Often, small changes such as offering noise-cancelling headphones, providing written instructions, or allowing breaks when needed, can make a significant difference.
It’s essential to remember that neurodivergence looks different for everyone. Ultimately, neuroinclusion isn’t just about compliance or accommodation. It’s about creating a culture where everyone can succeed. Whether someone is neurodivergent or neurotypical, many of the strategies that support inclusion benefit all employees. Reflection, flexibility, and a commitment to learning are key steps toward workplaces where everyone can thrive.
Read this Primer in our Resource Hub to learn more about Neuro-inclusive Workplaces.
Works Cited:
Connolly, T., Vukovic, B., Brown, H.M., Rahimi, S., Macarios, J., Walker, M. (2024). A Neurodivergent Lens: Recommended Practices for Neuroinclusivity. Final Research Report. Accessibility Institute at Carleton University, Ottawa. https://doi.org/10.22215/rcgl/24078e