Understanding Neurodivergence in the Workplace:A Practical and Lived Experience Approach

By Jacob Alan Kness - Employment Projects Manager at AV. 

Workplaces are evolving, but many still struggle to accommodate the growing number of neurodivergent employees entering the workforce. Neurodivergence—including autism, ADHD, dyslexia, and other cognitive variations—is not a deficit. It’s a different way of thinking, processing, and engaging with the world. However, many traditional workplace structures create barriers, not because neurodivergent people are incapable, but because the systems were never designed with us in mind.

I know this firsthand. As an autistic person who has navigated various workplaces, I've seen how simple changes can make a massive difference—not just in supporting neurodivergent employees but in improving workplaces for everyone. But to truly build inclusive workspaces, we need systemic change, not just small tweaks.

Rethinking How We Build Workplaces

Many of the barriers that neurodivergent individuals face are not the result of their differences but of environments that do not support human well-being. The modern workplace—often a concrete box with artificial lighting, rigid schedules, and constant digital interruptions—is unnatural for all people. Autistic individuals are often called "hypersensitive," but the reality is that we are all sensitive. The human body is not designed to be under fluorescent lights for eight hours a day, surrounded by the hum of computers and the background chatter of an open office. When workplaces disregard human needs, people—whether neurodivergent or not—experience stress, burnout, and dysfunction.

This lack of connection, both physically and spiritually, leads to all sorts of chaotic behaviors. Disconnection from nature, movement, and meaningful work doesn't just harm neurodivergent individuals—it makes workplaces ineffective for everyone. If we rethink workplaces as environments built to support human minds and bodies, we create spaces where neurodivergent individuals don’t just survive—they thrive.

Challenges in the Workplace for Neurodivergent Individuals

Despite increasing awareness, the reality is that many neurodivergent individuals still face major hurdles in employment. According to the Australian Bureau of Statistics (2022), only 38% of autistic Australians are in paid employment, despite many having the skills and desire to work. Common challenges include:

• Unwritten Social Rules: Workplaces operate on implicit expectations about communication, teamwork, and professional conduct. Neurodivergent employees may struggle with these subtle norms, leading to misinterpretations and workplace friction.
• Sensory Sensitivities: Bright lights, constant noise, and crowded environments can be overwhelming. This isn’t about preference—it’s a genuine barrier to focus and productivity.
• Executive Functioning Differences: Many neurodivergent individuals thrive with structure and clarity, yet workplaces often rely on vague instructions, last-minute changes, and unstructured workflows that create unnecessary stress.
• Communication Barriers: Many of us process and deliver information differently. Literal thinking, direct speech, or a preference for written communication are often misinterpreted as a lack of professionalism, when in reality, they’re just different styles of communication.
• Misinterpretation of Behaviour: Avoiding eye contact, hyper-focusing on details, or needing extra processing time can be seen as disengagement or defiance when they’re actually just part of how some neurodivergent people operate.

Practical Strategies That Actually Work

The best workplaces don’t expect neurodivergent employees to constantly adapt—they build systems that work for everyone. Here’s what actually makes a difference:

1. Flexible Work Arrangements and Self-Managed Hours

• Many neurodivergent employees perform best outside of rigid 9-to-5 schedules. Offering flexible hours or remote work options can remove unnecessary stressors and increase productivity.
• Allowing for focus-driven work structures, such as deep work periods with minimal interruptions, can be game-changing for those who thrive in structured, distraction-free environments.

2. The Power of Body Doubling and Task-Based Support

• Body doubling—working alongside another person—helps with focus and task initiation, particularly for people with ADHD or executive functioning challenges. This can be done in person or virtually.
• A shift toward task-based roles rather than rigid job descriptions allows neurodivergent employees to work according to their strengths. Many of us excel at deep-diving into specific tasks but struggle when expected to juggle multiple unrelated responsibilities without clear direction.

3. First-Principle Supports: Designing Workplaces That Work for Neurodivergent Thinkers

• Instead of forcing neurodivergent employees to conform, workplaces should rethink the fundamentals. Break tasks down into clear, actionable steps with structured workflows.
• Offer written instructions alongside verbal communication, and allow for different modes of task management (visual boards, checklists, or structured project management tools).
• Provide explanation-based feedback rather than assumption-based critique. Instead of saying, “You need to be more professional,” offer actionable guidance such as, “A short greeting before jumping into details in emails helps with workplace communication.”

4. Sensory and Environmental Adjustments

• Simple changes—like adjustable lighting, noise-canceling headphones, quiet workspaces, or remote work options—help create an inclusive environment.
• Recognising that traditional open-plan offices can be challenging for focus and energy regulation, offering alternative workspaces or hybrid work models can enhance productivity.

5. Education, Awareness, and Normalising Accommodations

• Neurodiversity training isn’t just a one-off initiative—it should be embedded into workplace culture. When employees and managers understand neurodivergence, workplaces become more supportive for everyone.
• Accommodations should be normalised, not treated as “special treatment.” Many adjustments that help neurodivergent employees—clearer communication, structured workflows, flexible work arrangements—benefit all employees.
• Challenge outdated definitions of professionalism that prioritise social norms over actual work outcomes. Many neurodivergent employees produce outstanding work but are dismissed for not conforming to arbitrary corporate expectations.

Why Embracing Neurodiversity is a Competitive Advantage

Businesses that embrace neurodiversity are future-proofing their workplaces. Research shows that neurodiverse teams are up to 30% more productive when provided with the right support. Inclusive workspaces lead to lower turnover, higher engagement, and a broader range of innovative ideas.

At the end of the day, supporting neurodivergent employees isn’t just the right thing to do—it makes businesses stronger. When we create workplaces that value diverse thinking, we unlock untapped potential, increase innovation, and ensure that work is a space where everyone can thrive.

References:

• Australian Bureau of Statistics (2022). Employment outcomes for autistic Australians.
• Amaze (2021). Workplace Inclusion and Autism: Best Practices for Australian Employers.
• Autism CRC (2020). Sensory Sensitivities and Workplace Productivity.
• University of Melbourne (2021). Flexible Work Models and Neurodivergent Employee Performance.
• University of Sydney (2021). Neurodiversity and Innovation: The Business Case for Inclusion.