Neurodivergence in the Workplace

Making Inclusion Standard 

Neurodiversity includes variations such as autism, ADHD, dyslexia, dyspraxia, and others, affecting an estimated 15–20% of the global population.¹ These individuals often bring exceptional strengths (pattern recognition, innovation, attention to detail) but face common barriers in workplaces designed around neurotypical norms.

Despite these strengths, neurodivergent adults continue to face significant barriers to employment:

• A report by IrishJobs.ie and AsIAm showed that almost 80% of autistic people in Ireland face barriers to securing the jobs they want, and only 29% of organisations employ or are aware of employing autistic individuals, with 75% of employers saying they don’t know enough to support autistic colleagues.²
• A 2022 survey in the UK found that a lack of appropriate support and understanding, rather than neurodivergent traits themselves, was the main barrier to workplace inclusion.³

The Policy Context in Ireland

Initiatives that support better practices include:

• The Comprehensive Employment Strategy for People with Disabilities, which highlights supported recruitment and retention of neurodivergent workers.
• Employers for Change, a programme funded by the Department of Children, Equality, Disability, Integration and Youth.
• Guidance from AsIAm, focusing on autism-inclusive practices.

These provide a foundation, but much of the change has to come from employers embedding inclusion into everyday culture.

Best Practices: What the Research Recommends

A growing body of academic literature identifies practical approaches for employers seeking to improve neurodiversity inclusion:

1. Adapting Recruitment Practices:

• Emphasise concrete skills in job descriptions (e.g. “data analysis” vs “excellent communicator”)
• Use task-based assessments instead of unstructured interviews.⁴

2. Modify the Work Environment

• Provide quiet zones, flexible desks, and no-pressure meeting areas.
• Allow headphones or natural light adjustments.⁵ 

3. Adapt Communication Methods

• Combine verbal instructions with written summaries.
• Avoid ambiguous language, provide timelines and reminders.⁶

4. Train Managers

• Include neurodiversity in manager training to reduce bias and improve support.
• Encourage regular check-ins about preferences and needs.⁷

5. Formalise Support Options

• Offer flexible hours, visual schedules, and micro-breaks.
• Normalise disclosure and reassure staff it’s safe to ask for adjustments.⁸

A Call to Action

Here’s how organisations can begin:

1. Review current policies to embed flexibility and neuro-inclusivity.
2. Talk to staff—use anonymous surveys or team check-ins to understand needs.
3. Pilot one change—for example, a written brief for meetings—and monitor its impact.
4. Connect with external supports like AsIAm or Employers for Change for expert guidance.

Even small steps can encourage culture change, and what works for neurodivergent staff often improves wellbeing for the entire team.

Resources

• AsIAm Employer Resources – Practical guides on autism inclusion
• Employers for Change – Workplace inclusion toolkit
• CIPD UK – Neuroinclusion at Work