6 Strategies to Support Neurodiversity in the Workplace

March 25, 2025

If you're unsure how to approach neurodiversity in the workplace, you're not alone. According to Lyra Health’s 2025 Workforce Mental Health Trends Forecast, most benefits leaders recognize the importance of supporting neurodiversity at work but don’t know where to start. By making small changes, you can create an environment where everyone is set up for success.

What is neurodiversity?

Neurodiversity describes how brains naturally work in unique ways. “Neurotypical” refers to people whose thinking patterns are more common. “Neurodivergent” describes brains that work differently, sometimes linked to conditions like attention-deficit/hyperactivity disorder (ADHD), dyslexia, and autism spectrum disorder (ASD). The term “neurodiversity” celebrates and appreciates the many different ways people think, learn, and experience the world.

What is neurodiversity in the workplace? 

People with neurodivergent traits often shine in areas like problem-solving, spotting patterns, thinking outside the box, and uncovering innovative solutions. They might also deal with things like sensory sensitivities, emotional overwhelm, reading social cues, or challenges with tasks like planning and staying organized. Without the right support, employees with neurodivergent conditions can be less effective and face extra stress, anxiety, or depression due to misunderstandings, workplace bias, or rigid workplace structures.

Supporting neurodiversity in the workplace

As more people speak up about their needs, it’s clear that companies can’t afford to overlook neurodiversity at work. Supporting it isn’t just the right thing to do—it’s key to attracting and keeping talent and fostering a culture of innovation and long-term success.

Neurodivergence looks different for everyone, so there’s no one-size-fits-all approach, but here are some general, yet effective strategies to support neurodiversity in the workplace:

#1 Provide structure and consistency

Take the guesswork out of the workplace by setting clear expectations around performance, communication, and daily routines. Keep workflows and structure consistent, provide step-by-step instructions, and use project management tools to help everyone stay on track.   

#2 Make work “work” for everyone 

A few small adjustments can greatly improve comfort and productivity. Consider flexible work like remote or hybrid options, and offer accommodations such as quiet areas, noise-canceling headphones, adjustable lighting, movement breaks, and alternative seating to support efficient neurodiversity in the workplace.

#3 Customize communication 

Talking openly about learning and communication preferences helps build stronger teams. Providing instructions in multiple formats—whether written, verbal, or recorded—ensures clarity for everyone. Be patient when communicating. Ask employees if they understand your directions and goals, and be open to explaining ideas and instructions in different ways. Likewise, offering meeting options, such as sharing agendas in advance, allowing written input, or giving employees the option to keep cameras off during virtual calls, fosters a more supportive and efficient environment. And just as patience is key when managing neurodiverse employees, managers should also give themselves grace as they learn and adapt to different communication styles.

#4 Build confidence with coaching and mentoring

Mentorship, coaching, and employee resource groups (ERGs) give employees a place to ask questions, build confidence, and grow their careers. Whether it’s navigating workplace challenges or learning how to advocate for themselves, these resources help employees make the most of their strengths. 

#5 Make “inclusion” more than a buzzword

Create a more successful workplace by fostering a welcoming culture that includes training on neurodiversity in the workplace and bias awareness. It’s also important to use language that celebrates different experiences and weave neurodiversity into DEI programs, leadership initiatives, and ERGs. Beyond training, inclusive practices should extend to performance reviews by focusing on each person’s unique strengths and work style.

#6 Make your mental health benefit work for everyone

Employees with neurodivergent conditions may face added stress or anxiety at work. To ensure they have access to the right support, offer benefits that include:

• A robust provider network with clinicians who understand neurodiversity
• Diagnosis and care for adults, teens, and children
• Tools to help parents advocate for school resources and navigate their child’s diagnosis
• Digital content for adults and teens to better understand neurodiversity
• Manager workshops and workforce education to foster an inclusive environment

Support neurodiversity, strengthen your workplace

Creating a truly inclusive workplace isn’t just about accommodations—it’s about building a culture where every employee feels valued, understood, and supported. That starts with listening, learning, and taking action to help all workers reach their full potential.