The concept of neurodiversity is most often associated with conditions such as attention deficit hyperactivity disorder( ADHD), autism, dyslexia, dyspraxia, obsessive compulsive disorder( OCD), dyscalculia and Tourette ' s syndrome. However, for many of those diagnosed as being neurodivergent, it is not something they view as‘ having’; rather it is how they are, and for this reason many prefer identity-first language, for example, being described as autistic, not as someone who has autism – although not everyone shares this preference.

Currently, it is thought that around 15 – 20 % of the population are considered neurodivergent. No two neurodivergent individuals will exhibit all of the same behaviour characteristics or face the same challenges, although there are similarities within conditions. Sometimes individuals have more than one condition, referred to as co-occurring conditions.

According to ACAS [ 1 ], neurodiversity is gaining muchneeded attention in the workplace environment, but research in this area is still ongoing and our understanding continues to develop.

Is neurodivergence a disability?

Many neurodivergent people will not class themselves as disabled. However, under the Equality Act 2010, a neurodivergent person can be considered disabled, even without an official diagnosis. Under the law, there are protections for disabled employees, such as the right to not be discriminated against because of their disability and the right to reasonable adjustments, including in their workplace.

Is neurodivergence a mental health condition?

Neurodivergence is not a mental health condition, but neurodivergent individuals may experience mental health difficulties as a result of their condition; for example, they may be more likely to feel anxious or depressed if they do not get the support they need.

It has only recently been established that many women have been misdiagnosed with anxiety or depression rather than being diagnosed as neurodivergent, with the anxiety or depression being a result of their unrecognised and unsupported neurodivergence [ 1 ].

Inclusivity in the workplace

For employers and employees alike, having an understanding of neurodiversity can lead to a more inclusive workplace. Often, neurodivergent individuals bring unique strengths to their role, which can be known as their‘ superpowers’ [ 2 ]. For example, an ability to hyperfocus can be associated with ADHD, great attention to detail with OCD, and adept visual learning with dyslexia.

According to MyDisabilityJobs, in 2024 neurodiverse teams were 30 % more productive than neurotypical teams and made fewer errors [ 3 ], yet Gov. uk notes that just 31 % of neurodiverse people are employed [ 4 ].

Often, neurodivergent employees are challenged by traditional workplace structures and routines, as their executive function and working memory operate differently from those of a neurotypical person. Openplan spaces, for example, can cause sensory overload, and vague instructions can be counterproductive.

The 2024 Neurodiversity in Business research report [ 5 ] highlights the need for improved capture of neurodiverse strengths and weaknesses; better capture of wellbeing and engagement; support and knowledge around subtle slights and microaggressions; and an understanding of conflicts and their resolution to improve psychological safety.

Supporting neurodiversity in the workplace

ACAS cites some of the ways employers can support neurodiversity in the workplace [ 1 ], summarised here.

Education and raising awareness

Provide training on how to support neurodivergent colleagues, and implement a neurodiversity policy to assist employees who are neurodivergent.

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