Neurodiversity refers to the natural variation in how human brains think, learn, communicate and process information.
Conditions such as autism, ADHD, dyslexia, dyspraxia and others are all part of this spectrum, and each bring unique strengths and perspectives to the workplace.
Wellbeing and neurodiversity are closely connected. When workplaces aren’t built with different thinking and processing styles in mind, neurodivergent colleagues can face challenges that others may never notice. Conversely, inclusive environments can boost confidence, productivity and belonging.
In this article, we explore the everyday realities neurodivergent individuals may face in the workplace and explore the subtle adjustments that can make work feel more manageable, welcoming and inclusive. By breaking down common challenges and offering practical, approachable ideas, the article aims to build confidence around the topic, helping teams and managers understand not just what support looks like, but why it matters.
Understanding the wellbeing challenges that neurodivergent colleagues may face
Neurodivergent individuals face pressures that commonly impact their day-to-day experience. These challenges aren’t universal or identical for everyone, but they reflect themes often reported across neurodivergent communities.
Masking - Many neurodivergent people ‘mask’, suppressing or hiding their natural behaviours to fit in socially or professionally. While masking can avoid misunderstanding, it is mentally exhausting and can significantly impact wellbeing over time.
Communication fatigue - Navigating unspoken rules, fast-paced conversations or unclear instructions can take considerable mental energy. Over time, this communication load can lead to fatigue or stress.
Burnout – According to Psychology Today, neurodivergent burnout goes beyond work stress. It often results from sustained periods of sensory overload, social interaction, and the feeling of not being understood.
Sensory overwhelm - As part of a webinar with Reed, Alex Partridge, Founder of UNILad and LADbible, reflected on his career, after being diagnosed with ADHD at 34. He emphasised the disconnect between traditional office environments and the way ADHD brains function. Looking back at his time working at a marketing agency, he explained that, “the noise, the ping pong table, the constant chatter - it completely paralysed my ability to work.”
Noise, bright lighting, busy environments or time pressure can become overwhelming for those with heightened sensory processing. What feels like a normal office environment for one person can be physically draining for another.
Workplace factors that influence neurodivergent wellbeing
Workplace culture and structure can either ease or intensify the daily experience of neurodivergent employees.
Workload clarity – Ambiguous expectation or vague instructions can create anxiety. Neurodivergent colleagues often benefit from having clear, structured guidance.
Communication style – Speed, tone and assumptions in communication play a big role. Rushed explanations or indirect messaging may lead to confusion or misunderstanding.
Meeting culture – Back-to-back meetings, group brainstorming or rapid-fire discussions can be draining. Some neurodivergent colleagues need time to process information before contributing.
Workspace setup – Office layouts full of noise, movement, or harsh lighting can make it harder to focus.
Team dynamics – Inclusion, belonging and psychological safety matter. Stereotypes, like assuming ADHD always means physical hyperactivity, can create stigma.
Practical ways to support neurodiversity in the workplace
Supporting neurodiversity doesn’t require major structural changes, it often starts with simple behavioural shifts that promote clarity, choice and comfort. These practical steps can help create a more inclusive and supportive environment for everyone.
Using clear, concise communication, including written follow-ups and structured instructions help ensure everyone has the information they need, without guessing or reading between the lines.
In addition, give plenty of notice for changes. Where possible, offer advance warning and context for changes in plans, priorities or processes.
Allowing co-workers to choose how they work, such as preferred communication formats, quieter spaces or flexible deadlines, can significantly reduce stress. In this case,employers should consider providing flexible work arrangements, such as remote working or flexible hours, to accommodate these needs.
Neurodivergent colleagues often excel in areas including problem-solving, creativity and pattern recognition. The Brain Charity suggests: “Employers should identify and leverage these strengths by providing opportunities for individuals to excel in areas where they are naturally talented.
“Using strengths-based approaches, such as task delegation and skill-based job matching, can help individuals use their strengths and feel valued and engaged in the workplace.”
Creating sensory-friendly spaces, including quiet zones, soft lighting or low-distraction areas, can help co-workers regulate their sensory needs. Barclay’s employees in Glasgow moved to a new campus, in 2024, that had been built from the ground up with neuroinclusion in mind. The company went above and beyond to show its neurodivergent employees it cares about their comfort and wellbeing, to accommodate them to work at their best.
In an interview with Reed, Ron Coghill, Managing Director, Head of Capital Projects and Workplace at Barclays, explained how they, "took a holistic view of the campus, from the lighting and sound environment to the colours, textures, signage, fire escapes, and the accessibility of the doors and toilets. Every aspect of the overall design was reviewed through the lens of inclusion – not just neuroinclusion.”
She added: “Many neurodivergent people have sensory issues, such as hypersensitivity to light, sound, and textures. Throughout the campus, we considered the textures and artworks we used in each space. Employees who have issues with lighting can book specific desks with softer lighting. We also have quiet rooms with acoustic padding, plain walls and individual temperature control – these can also be booked or used as and when required.”
What managers can do to support neurodiverse team members
Managers play a vital role in shaping an inclusive environment where neurodivergent team members can thrive. By taking thoughtful, proactive steps, they can help neurodivergent colleagues feel understood, supported and empowered to do their best work.
A good starting point is to discuss reasonable adjustments early. Rather than waiting for challenges to surface, initiate conversations proactively and revisit them regularly to ensure support remains effective.
Clarity is also essential. Setting clear expectations and breaking tasks into steps removes uncertainty and helps team members manage their workload with confidence.
Regular check-ins – tailored to what works best for each person – are another important element of support. Some team members may prefer brief written updates, while others might benefit from short face-to-face conversations.
Finally, don’t underestimate the power of celebrating achievements and strengths. Recognising success boosts confidence and contributes to a positive, supportive environment where neurodivergent individuals feel valued.
Creating a neuroinclusive workplace is not just about policies, it’s about culture, understanding and everyday behaviours which extend beyond Neurodiversity Celebration Week.
We can all take steps to educate ourselves, sharing ideas for improving team wellbeing and inclusion.
