Neurodiversity: A look at real life experiences in the world of work

When it comes to diversity and inclusion priorities, neurodiversity is often lower on the list.

But what's the impact for neurodivergent people?

We decided to find out.

  • Race
  • Gender
  • Socio-economic background
  • Neurodiversity/disability
  • Sexual orientation

In a recent survey, we asked 500 neurodivergent workers about their experiences in the world of work.

We also asked 500 neurotypicals about their perception of neurodiversity in the workplace.

Discover what we found.

But first, how many people in your organization do you think are neurodivergent?

This includes people with Autism, ADHD, Dyscalculia, Dyslexia, Dyspraxia, Tourette syndrome, and many other neurological differences.

With this in mind, how many organizations do you think offer support to neurodivergent employees?

Many organizations are offering support to neurodivergent workers.
But there's still a long way to go.

64% of neurodivergent workers believe their organization could be doing more to support people with a neurodiverse condition.

52% of neurotypical workers felt the same.

Despite inclusion practices, neurodivergent employees are experiencing challenges across all stages of the employee lifecycle.


34% have experienced difficulty in recruitment and interview processes


56% have experienced communication barriers at work

32% have experienced lack of career progression


61% have experienced stigma in the workplace

So what would help neurodivergent employees feel more supported?

This is what our neurodivergent respondents told us.

31% said they’d benefit from specialist software with tools to support reading, writing and research. Or more accessible communication, for example, being able to choose what format to send and receive information

24% suggested neurodiversity awareness training for colleagues, to improve understanding and reduce negative misconceptions

17% felt they’d benefit from a dedicated support network, for example a neurodiversity group or a buddy/mentor system

16% said dedicated quiet spaces would be helpful

Other suggestions included:


“Recognizing the strengths as well as the weaknesses of a neurodivergent employee is one of the most effective supports a manager can provide.”


“Be proactive in providing guidance and coaching. I had to seek that out for myself”


"Just respect us even though we may think a little differently than you.”

Neurodivergent people think in ways that are truly unique. They bring talents to the workplace that are simply unforgettable.

They’re also more likely to thrive in environments where they feel confident and can bring their whole selves to work.

But, many neurodivergent people don’t talk about their neurodiversity at work. Being made to feel different can be a worry.

44% worry it would negatively impact their career

42% are concerned their managers and colleagues would view them differently

32% don’t want to share this private information with their employers

19% are unsure of how to raise the topic

19% had a previous negative experience when sharing their neurodivergence at work

11% don’t know how to explain their condition

We must create environments where all employees feel valued, understood, and encouraged to be who they are.

When asked what makes it easier to talk about their neurodiversity…

56% said it helped that their organization advertise as being an inclusive employer

55% said because they felt trust in a particular manager of colleague

45% said because their organization openly talks about neurodiversity

All of us have a part to play.

Line Managers

“My main supervisor helps me by not making me feel different from others because of my condition.”


“I befriended someone at work who also has dyslexia. They are well-established in the company, and I go to them if I need advice or encounter a problem. We just happened to cross paths. They make work life much more manageable.”

Senior Leaders

“The owner of the business [helped me to progress most at work]. He was also dyslexic so he showed me how he coped with it.”

There's a lot we can do to make the world of work a more inclusive place for all. Often, small changes lead to big impact for neurodiversity inclusion.

At Texthelp, we create inclusive technology that helps people at work achieve more by making reading and writing easier. Our tools help organisations to communicate simply, clearly and accessibly too.

We recently teamed up with Disability:IN to explore how organizations can create a workplace where a neurodiverse workforce can thrive.

Texthelp logo Disability IN logo

In our whitepaper, discover 13 tips that will help you to be more inclusive across the full employee lifecycle.

Get the report