Much has been said about diversity in the workplace. However, for many, the concept of diversity often remains limited to gender or socio-economic representation. One of the most overlooked—yet vital—facets of diversity is neurodiversity.

It’s estimated that 15% to 20% of the global population is neurodivergent. In India alone, nearly 2 million individuals are identified as autistic. Despite this significant population, their representation in the workforce remains minimal.

Fortunately, some organisations are beginning to recognise the immense potential of neurodivergent talent. SAP Labs’ Autism at Work program and EY’s Neurodiversity-Powered Transformation solution are dedicated initiatives that aim to create meaningful employment opportunities for individuals on the autism spectrum. Similarly, Publicis Sapient and Amazon are working to break biases and foster empathy-driven inclusion.

As organisations evolve to become more inclusive, embracing neurodiversity—the natural variation in how people think, process information, and experience the world—is becoming essential. Neurodivergent individuals, including those with autism, ADHD, dyslexia, and more, bring unique strengths that drive innovation, creative problem-solving, and deeper collaboration.

According to the World Economic Forum, businesses that embrace neuro-inclusion benefit from more diverse perspectives, stronger teamwork, and higher retention.

Barriers to inclusion

Experts like Dr. Nicole Baumer and Dr. Julia Frueh point out that stigma, lack of awareness, and inadequate infrastructure—such as poorly designed office environments—often contribute to the exclusion of neurodivergent individuals. To counter this, it’s essential to create environments that truly understand and support neurodiversity.

Here are five ways to promote neurodiversity in the workplace

1. Create a Culture of Psychological Safety

For neurodivergent individuals to thrive, they must feel safe being themselves without fear of judgment. Encourage open conversations, train managers in inclusive communication, and normalise different ways of thinking and working.

2. Rethink Hiring and Onboarding

Traditional recruitment methods may unintentionally filter out neurodivergent talent. Instead, consider:

• Skills-based assessments over conventional interviews
• Clearly structured job descriptions
• Flexible onboarding processes that match different learning styles

3. Offer Flexible Work Options

Flexibility benefits everyone—but it’s especially impactful for neurodivergent employees. Small accommodations like remote work, quiet spaces, adjustable lighting, or personalised schedules can significantly boost comfort and productivity.

4. Educate, Train, and Communicate

Creating awareness is a must for organisations to ensure true diversity. It is recommended to host regular training sessions to raise awareness about neurodiversity. These should focus on debunking myths, fostering empathy, and sharing strategies for inclusive collaboration.

5. Celebrate Neurodivergent Strengths

Neurodivergent individuals often possess exceptional abilities—such as pattern recognition, attention to detail, and creative problem-solving. Recognize and highlight these strengths in team settings, reviews, and leadership opportunities.

Simple Adjustments That Make a Big Difference

• To make workplaces more neurodiversity-friendly, consider:
• Creating quiet break zones
• Communicating ahead about loud noises (e.g., fire drills)
• Offering noise-canceling headphones
• Providing concise, step-by-step instructions
• Using clear language and avoiding sarcasm
• Allowing the use of fidget tools or flexible seating

Above all, practice kindness and patience—small actions that build a big foundation for inclusivity.

Inclusion is not just policy—it’s practice

Supporting neurodiversity isn’t about checking a box—it’s about unlocking untapped potential and creating a culture where everyone can thrive. By intentionally designing inclusive spaces and systems, organisations set themselves up for long-term innovation and success.