The modern workplace is a fast-paced, rapidly evolving environment. Key to innovation and quick reaction times are people who think differently; it can really give an organisation the edge it needs to survive. But where do these different thinkers come from?
One often overlooked source is neurodiversity. According to NHS estimates, 1 in 7 people is categorised as neurodivergent. However, a 2025 study by King’s College London estimated that 89% of people over 40, and 97% of people over 60, are undiagnosed and won’t appear in official statistics.
Many neurodivergent people face barriers due to the way that traditional working environments and practices are built. For example, recruitment processes are often predicated on a narrow definition of talent and job interviews and that can disadvantage individuals with unconventional communication styles. This has led to neurodivergent individuals facing unemployment and underemployment rates of up to 85-90%.
So what exactly is neurodiversity?
A neurodiverse person’s brain works and interprets information in a way that’s different from what society typically expects. They may think, learn or behave in ways that fall outside the common patterns seen in the general population. But it’s not one condition. The term covers a wide range of conditions, each experienced on a spectrum, meaning traits vary significantly from one individual to another.
Dyslexia
Dyslexia is a common learning difference affecting reading, writing and processing written information. This can often lead to:
- difficulty understanding written text
- inconsistent spelling
- confusion between similar letters (e.g., b and d)
- challenges with longer written tasks
Despite this, people with dyslexia are often strong creative thinkers and problem solvers.
Dyspraxia (Developmental Co-ordination Disorder – DCD)
Dyspraxia affects physical co-ordination and sometimes cognitive organisation, leading to:
- poor balance and co-ordination
- clumsiness
- difficulty with speech
- challenges with handwriting, drawing or typing
- difficulty with tasks such as dressing or personal grooming
Many individuals with dyspraxia excel at creative or strategic thinking and have strong literacy skills.
Attention Deficit Hyperactivity Disorder (ADHD)
ADHD affects attention, focus and behaviour. People with ADHD may experience:
- difficulty concentrating• hyperactivity
- impulsiveness
- problems completing tasks
- challenges with organisation
However, they often excel in high pressure tasks, adapt quickly and bring energy, optimism and creativity to their work.
Autism (Autism Spectrum Disorder or Autism Spectrum Condition)
Autism is a developmental difference that affects communication, social interaction and flexibility of behaviour. Experiences vary, but common traits include:
- challenges with social communication
- difficulty interpreting social cues
- anxiety in social settings
- a preference for routine
- strong attention to detail
Autistic individuals often demonstrate exceptional focus, honesty, loyalty and unique perspectives that enrich problem solving and innovation.
Neurodivergence and the Equality Act 2010
Under Section 6 of the Act, a condition is defined as a disability if it has a long term and substantial effect on daily life. Many neurodiverse conditions therefore qualify as disabilities. This places a legal obligation on employers to make reasonable adjustments to support neurodiverse employees.
Reasonable adjustments in practice
Employers should work collaboratively with individual employees to understand their needs, ideally involving:
- occupational health
- the employee’s GP or specialist
- HR or management support
Empathetic, informed adjustments help create an environment where employees feel comfortable, valued and empowered, generating real benefits for employers.
The competitive advantage of neurodiverse talent
As we’ve seen above, neurodiverse talent often includes extraordinary strengths, such as:
- lateral thinking
- strategic analysis
- creativity and innovation
- exceptional problem solving
- detail orientation
- loyalty and reliability
A workplace that embraces different minds becomes more adaptable, imaginative and resilient.
