More and more companies are recognizing and celebrating neurodiversity in the workplace, understanding that neurodivergence—which refers to the variation in human brains and embraces the different ways that people think, process, and focus—can be a superpower. Research even suggests that teams with neurodivergent workers are 30 percent more productive than those without them.
Considering the strengths that many neurodivergent people possess, this isn’t surprising. Among them: the ability to hyperfocus, an innate sense of creativity, out-of-the-box thinking, and attention to detail, which supports efficient planning, task execution, and problem solving, among other skills.
Common neurodivergent types
Autism Spectrum Disorder (ASD)
While one in 36 children in the U.S. are diagnosed with autism, making it a very common neurodivergent condition, up to 85 percent of adults with autism are unemployed. Depending on your condition, you may have a hard time reading body language or facial expressions, you may experience sensory overload, and you may exhibit repetitive behavioral patterns, which can pose challenges in the workplace. When searching for a job, you’ll want to consider employers who value neurodiversity, recognize your unique strengths, and are willing to work with you to develop a flexible, supportive work environment that matches your needs.
Attention Deficit Hyperactivity Disorder (ADHD)
Approximately 10 million adults have ADHD, a condition that can make it difficult for individuals to focus on a specific task (especially if they don’t enjoy the task), plan ahead, stay organized, manage their time effectively, and prioritize. Adjusting your work hours or taking designated breaks may help optimize your productivity.
Dyslexia
This is a common learning disorder that affects the part of the brain that processes language. People with dyslexia may have a hard time reading and writing and may benefit from text-to-speech or speech-to-text software, as well as other accommodations like easy-to-read fonts, grammar and writing software, a quiet workspace, or extra time to do tasks.
Read more: How to Create an Accessible Virtual Interview Experience
Obsessive Compulsive Disorder (OCD)
Approximately six million people in the U.S. have OCD, which refers to a pattern of unwanted thoughts and fears. People with OCD can obsess over certain things and may engage in repetitive behaviors, which can get in the way of daily tasks at work. If you have diagnosed OCD (as opposed to self-proclaimed OCD), you may have trouble arriving at work on time, feeling engaged in work tasks, or managing a large workload. Talk to your manager or supervisor about these challenges and optional ways to address them.
Anxiety Disorders
There are different types, such as generalized anxiety disorder (GAD), social anxiety disorder, and post traumatic stress disorder (PTSD). Symptoms can come and go, depending on the day and situation you’re in, and can impact job performance, coworker relationships, and employee satisfaction. At times, you may struggle with productivity, upcoming deadlines, and excessive working hours. Remote or flexible work, unlimited PTO (and taking mental health days), and eliminating distractions in your work space are some things that can help you stay calm, focused, and engaged.
Bipolar Disorder
Studies have shown that bipolar disorder (among other disorders along the bipolar spectrum) can have a negative impact on occupational status, salary, work costs, and work performance, which is perhaps why the unemployment rate for people with bipolar disorder is 40 to 60 percent. Finding and maintaining a job can be challenging, especially if you have a comorbid disorder or experience manic or mood episodes. Taking time off work, scheduling more frequent breaks, reducing distractions, adjusting your workload, working with a job coach, increasing access to natural light, and minimizing stress can help you in the workplace.
Depression
Depression can come and go, and it can occur seasonally. Staying focused, engaged, motivated, and connected can be challenging for someone experiencing depression. Some adjustments in the workplace may include remote work, flexible scheduling, breaking down large tasks into smaller tasks, creating a comforting and quiet work space, taking time off for therapy appointments or for mental health purposes, and working with a manager or supervisor to adjust workload during certain times of the year.
Know your rights as a neurodivergent worker
Legally, all workers with disabilities, including those with neurological conditions, are given protections against discrimination, equal opportunities and access to employment, and are entitled to reasonable accommodations.
While there is “never a one-size-fits-all approach to exploring accommodations (adjustments to the performance of the task) and modifications (adjustments to the expectations/outcomes of the task),” Nicole Cipriani, MS, OTR/L, BCP, an occupational therapist and creator of Occupy Yourself, explains, employees can do the following:
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Adjust the lighting or wear sunglasses
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Wear noise-canceling headphones or earplugs if there is ambient noise
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Adjust the use of cleaning products and other scented products to reduce unnecessary odors
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Request access to seating that allows for movement, support, or general body comfort
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Adjust the break schedule to suit your preferences
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“Group” similar tasks to reduce mental and physical transitions
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Ask for more frequent check-ins with your mentor, manager, or supervisor to ensure clear communication
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Ask to be given information in a certain way, such as with bullet points, steps, verbally, or via written communication
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Collaborate with your manager or supervisor to develop processes that fit better with your thinking style, work approach, or efficiency preferences
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Adjust your workspace setup to optimize ergonomics/proper body mechanics
Even with these accommodations, it’s important that you feel respected, valued, and supported in the workplace. Not every employer openly recognizes or celebrates neurodiversity, so you want to be mindful of this when applying and interviewing.
Some questions to consider asking a future employer:
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How does the company approach neurodiversity?
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How have you supported neurodivergent workers in the past?
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Do you provide training on neurodiversity awareness?
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Do you have a diversity, equity, and inclusion (DEI) program?
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Do you have existing neurodiversity initiatives?
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How do you accommodate employee’s different communication styles?
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What support is available for career development?
Read more: 10 Questions to Ask a Prospective Employer About Their Commitment to Diversity & Inclusion
Tips for navigating—and thriving in—the workplace
“Within and among the variety of medical labels/identities that may be included in the term neurodivergent (autism, ADHD, bipolar, language disorders, etc), each individual has a unique profile and preference set,” says Cipriani.
As you consider adjustments and accommodations, be mindful of your own needs. You may find that you work more efficiently in the evening and would do better with a 1 pm to 9 pm schedule. You may find that you’re better able to participate in a team meeting when you're given written guidance around the topics to be addressed and ample time to prepare your thoughts.
Talk to your manager or supervisor or schedule a meeting with your internal HR department to discuss accommodations. It may feel uncomfortable, but the best, most supportive employers want to create an environment in which you’re able to perform at your most optimal level and feel satisfied on a day-to-day basis.
If you’re finding it difficult to navigate the workplace as a neurodivergent worker, consider working with an occupational therapist. They have the framework and knowledge to explore the multiple facets of living an authentically neurodivergent life, Cipriani explains. They can also help you organize a lived experience into patterns and preferences that can guide comfortable performance in work, as well as the other eight occupations of life (activities of daily living, instrumental activities of daily living, education, play, leisure, and social participation).
“When an individual feels more comfortable and experiences greater ease in their work, the stress levels naturally decrease,” says Cipriani. “Improved felt safety in the workplace leads to reduced need to ‘mask’ challenges, and thus reduces the chance of employee burnout. Individuals will have a more regulated mental space from which to address challenges that come up. They will also be in a better position to be proactive and innovative within the context of their role.”
Remember, neurodivergence is a strength, not a weakness. Be mindful of discrimination (which can and does happen, regardless of existing policies)—and most importantly, do your best to find an employer and workplace environment that understands and supports neurodiversity.
