Neurodiversity might be more common than you think—about 15-20% of the world’s population identifies as neurodivergent. This includes conditions like Autism Spectrum Disorder (ASD), ADHD, Dyslexia, and Dyspraxia. In the workplace, this means that at least 1 in 5 of your employees could be neurodivergent. Despite these numbers, neurodivergent employees often face significant challenges, and many don’t receive the support they need to thrive.

People who are neurodivergent experience the world a little differently. For those living with ADHD, their brains are wired in a way that can make them physiologically uncomfortable when under-aroused. They are often highly motivated to find the perfect balance of stimulation to function optimally and achieve that rewarding kick of dopamine. For many, if stimulation is good, more is better. They often do well in distracting environments, where the right mix of activity helps them stay "in the zone." However, without enough stimulation, their brains can struggle, making it difficult to focus unless there’s just the right amount of noise or activity around. It’s important to note that not everyone’s experience is the same, and that’s why understanding individual needs is so crucial.

On the other end of the spectrum, some ADHD brains are overwhelmed by too much stimulation—think of a quiet office suddenly feeling like an assault on the senses. Around 40% of neurodivergent individuals report that sensory issues significantly impact their daily functioning. Sensitivities to light, noise, touch, smell, or visual stimuli are just a few things that can be impacted. This range of experiences shows why it’s crucial to recognize that no two neurodivergent individuals are alike, even if some challenges overlap.

According to a Hopper Health study, around 50% of neurodivergent individuals choose not to disclose their neurodivergence at work. And it’s no wonder—about 45% feel their workplace isn’t inclusive. Even among those who do disclose, only 41% receive accommodations, and sadly, women are less likely than men to receive the support they need. For example, while 25.7% of neurodivergent men receive accommodations without asking, only 6.41% of women report the same experience. This disparity highlights the need for more awareness and proactive support for all neurodivergent employees.

A Reasonable Accommodation is any change or adjustment that allows an employee with a disability to perform the essential functions of their job. But it’s not one-size-fits-all. Every neurodivergent individual brings unique strengths and faces different obstacles. That’s why it’s important to look at each person as an individual and tailor accommodations to their specific needs.

Common challenges neurodivergent employees face include difficulties with social interactions, organization, concentration, sensory overload, and time management. These challenges can lead to stress, affect job performance, and impact interactions with coworkers. However, with the right accommodations—like flexible schedules, clear instructions, comfortable workspaces, and support from trained HR practitioners—neurodivergent employees can thrive in their roles.

If you’re a manager or HR professional, here are some questions to consider when supporting neurodivergent employees:

1. What limitations is the employee experiencing?

2. How do these limitations impact their job performance?

3. Which tasks are particularly challenging for them?

4. What accommodations could help reduce or eliminate these challenges?

5. Are you using all available resources to explore possible accommodations?

6. Is there a need for training for supervisors or colleagues to better support neurodivergent employees?

Ultimately, accommodating neurodivergent employees isn’t just about checking boxes—it’s about creating an environment where everyone can perform their best. It’s about understanding that their brains work differently and that with the right support, they can contribute in incredibly valuable ways. So, take the time to understand the unique needs of each person on your team. After all, we all live busy lives, and a little understanding can go a long way in helping everyone thrive at work.