Did you know that approximately 15–20% of the population is neurodivergent?
This means about 1 in 7 people process and interact with the world differently.
Despite this, neurodivergent individuals often encounter significant challenges in the workplace, ranging from misunderstandings during hiring to difficulties navigating environments that fail to accommodate their needs.
In fact, many choose not to voice their discomfort or request accommodations, instead adapting to unsuitable conditions and convincing themselves, “This is fine.”
How does neurodivergence affect workplace experience?
Neurodivergence encompasses a range of cognitive variations, from autism and ADHD to dyslexia and dyspraxia. Each condition comes with unique traits, but common characteristics include:
- Sensory differences: Sensitivity to sounds, lights, textures, or smells
- Executive functioning challenges: Difficulty organising, planning, or regulating emotions
- Delayed processing: Taking extra time to understand and respond to information
- Emotional sensitivity: Strong responses to feelings of rejection or failure
For example, a neurodivergent employee might find it hard to focus in an open-plan office due to excessive noise or harsh lighting. But this isn’t just a preference—it can cause discomfort, stress, and even physical pain, impacting productivity and well-being.
Typical workplace designs often exacerbate challenges for neurodivergent employees.
- Lighting: Up to 40% of office workers report discomfort from glare, but for neurodivergent individuals, it can lead to severe distraction and stress
- Noise: While 8% of the general population is noise-sensitive, this number jumps to 70% for those with autism. For these employees, background sounds can cause anxiety, frustration, and even physical pain.
- Fragrances: Scents from cleaning products or perfumes can lead to migraines, respiratory issues, or even job loss for neurodivergent workers
Despite these challenges, many employees avoid disclosing their neurodivergent status due to stigma. This leads to “masking”—adopting behaviours to fit in—which increases stress and risks burnout. Employers must therefore adopt universal accommodations that benefit everyone, disclosed or not.
Small changes that make a big difference
Creating a more inclusive workspace doesn’t require an overhaul. Here are practical adjustments any organisation can implement to get started:
- Modify lighting: Substitute aggressive overhead lighting with natural light whenever feasible
- Minimise sensory overload: Choose unscented cleaning products and steer clear of strongly scented air fresheners
- Facilitate personalisation: Permit employees to customise their workspaces with items that cater to their sensory preferences
- Incorporate living plants: Bring in live plants to help alleviate anxiety and discomfort, taking care to avoid those with strong and distinctive scents
- Promote stimming and fidget tools: Encourage the use of fidget toys or stress balls as a way for neurodivergent employees to manage their energy levels
- Manage noise: Provide noise-cancelling headphones to reduce distractions, particularly in open office environments
As organisations adapt to post-pandemic office dynamics, inclusivity must remain a priority. For neurodivergent employees, small accommodations can mean the difference between struggling to fit in and thriving at work.
Inclusivity isn’t just about accessibility—it’s about valuing the diverse ways people think, communicate, and contribute. By understanding neurodivergence and making thoughtful adjustments, your organisation can unlock the potential of an often underutilised talent pool.
Serein helps organisations create more inclusive workplaces by uncovering key insights to improve infrastructure for individuals with disabilities. Reach out to us at hello@serein.in to learn more about our inclusive infrastructure audit.