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Rethinking Workplaces: Why Supporting Neurodivergent Employees Benefits Everyone

Updated: Oct 24

When we talk about workplace inclusion, neurodivergence is often overlooked. Yet research shows that 15–20% of the global population is neurodivergent (Doyle, 2020). That means in nearly every team, there are employees whose brains process, sense, and interact differently — including people with autism, ADHD, dyslexia, dyspraxia, and more.


Neurodivergence is not a flaw. It is part of the natural diversity of the human species. In fact, these differences have been conserved throughout evolution because they bring strengths — creativity, pattern recognition, deep focus, and innovative thinking.


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The Hidden Costs of “Fitting In”

In traditional workplaces, many neurodivergent employees feel pressure to “mask” — to hide their natural ways of communicating, processing or problem-solving in order to appear “typical.” While this can help in the short term, over time it leads to exhaustion and burnout.


  • 43% of neurodivergent employees report burnout in their current role (Institute of Community Directors Australia, 2023).

  • 30% are more likely to leave jobs that lack inclusion (Deloitte, 2022).

  • The cost of turnover? Roughly 1.5–2x an employee’s annual salary (SHRM, 2017).


Masking drains energy, stifles creativity, and prevents businesses from benefiting fully from the diverse strengths on their teams.


The Value of Neurodivergent Talent

When workplaces support neurodivergent employees, the benefits ripple across the entire organization.


  • Teams with neurodivergent professionals can be 30% more productive in some roles (Deloitte, 2020).

  • Companies that intentionally include neurodivergent talent report 28% higher revenue and stronger ROI (Rollnik-Sadowska et al., 2024).

  • Neurodivergent employees bring skills like:

    • Creative problem-solving (ADHD)

    • Systems thinking and pattern recognition (Autism)

    • Big-picture innovation (Dyslexia)


These aren’t “accommodations.” They’re opportunities for businesses to unlock value.


Practical Shifts Employers Can Make

Supporting neurodivergent employees doesn’t require a total overhaul. Small, intentional changes can transform the work environment for everyone.


  • Structure meetings: Share agendas in advance, follow up in writing, normalize short breaks.

  • Reduce sensory load: Offer quiet spaces, flexible seating, or hybrid options.

  • Rethink feedback: Give clear, specific, strengths-based feedback instead of relying on vague comments.

  • Promote flexibility: Embrace multiple work styles rather than expecting “culture fit.”


These changes help neurodivergent employees thrive — and create more sustainable, inclusive workplaces overall.


A Call to Lead Differently

Neurodivergent employees don’t succeed because they work harder to fit in. They succeed when workplaces recognize the value of different nervous system needs and create environments where authenticity is safe. When leaders embrace this, they don’t just prevent burnout — they unlock innovation, retention, and team wellbeing.


Interested in Learning More?

I offer presentations, trainings, and executive coaching to help employers create workplaces where neurodivergent employees — and all employees — can thrive.


👉 Contact me at suzanne@neurodivergentcoach.org to learn more about how your organization can build sustainable, neuro-inclusive practices.



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