Many people view the workplace as a one-size-fits-all environment. After all, work is often seen as a place for productivity rather than comfort. What many don’t realize is that this mindset can unintentionally exclude valuable members of the workforce. Every employee brings unique strengths, experiences and ways of processing the world around them.
As conversations about workplace inclusion continue to grow, more employers are recognizing the value of building environments where different thinking styles are able to succeed. At the same time, many neurodivergent employees still face obstacles that can make it harder to perform their best.
Understanding different workplace needs
Neurodivergence includes conditions such as autism, ADHD and other neurological differences that affect how people learn, communicate or process information. An estimated 15% to 20% of the total population is neurodivergent, representing roughly 65.6 million potential workers. Despite these numbers, many employees continue to experience challenges that have little to do with their ability to perform their jobs. Instead, difficulties often stem from workplace environments that are not designed with different needs in mind.
Certain sensory sensitivities can make busy offices, bright lighting or constant background noise overwhelming for some employees. Others may struggle with executive functioning, which can affect time management, prioritizing tasks or shifting between responsibilities. Communication styles may also differ. Some neurodivergent employees prefer direct, written instructions rather than verbal conversations, while others may interpret social interactions differently than their coworkers. However, these differences should not be mistaken for a lack of professionalism or commitment to the job.
Many workers also feel pressure to hide these differences. A 2025 survey by Understood found that 70% of U.S. adults believe there is stigma around requesting workplace accommodations, while 77% believe neurodivergent employees feel pressure to “mask” or conform to neurotypical workplace behaviors. Among neurodivergent respondents, that number rose to 82%.
When employees are treated unfairly because of a disability, denied reasonable accommodations or subjected to discrimination, they have legal protections under federal or state law. If you believe you have experienced discrimination because of your neurodivergence or another disability, speaking with an experienced legal professional can help you better understand your rights and the options available to you.
