Supporting neurodivergent people at work

Organisations that embrace neurodiversity and make appropriate adjustments often experience measurable benefits, including:

• A more diverse talent pool
• Enhanced creativity
• Improved problem-solving capabilities
• Increased innovation

In addition, neurodivergent employees who feel supported, are more likely to remain in employment and demonstrate strong loyalty.When organisations are confident in how they support neurodivergent employees, they are more likely to report positive outcomes, including higher employee retention and performance.^{Footnote [2]}

For some individuals, challenges may be linked to neurodivergent traits that are not always formally recognised. They can show up in different ways, including:

• Sensory sensitivities
• Executive functioning challenges
• Communication differences
• Attention and focus challenges
• Anxiety and stress
• Task flexibility and adaptability
• Perception and misinterpretation

For example, some adults with undiagnosed, or traits of ADHD can experience challenges in the workplace that are not always obvious to others. Alongside differences in attention, some people may experience periods of intense focus, where they become absorbed in one task and lose track of time or other priorities.

This can affect time management, prioritisation and working relationships. Differences in impulse control or emotional regulation may also lead to misunderstandings with colleagues. Over time, this can make work feel more difficult, even when someone has the skills and is putting in a lot of effort.

These challenges can continue even for those running their own business, particularly when managing administrative responsibilities alongside day-to-day work.

Without appropriate support, these challenges can build over time, making it harder to sustain workload and could lead to misunderstandings or disengagement at work.

For some neurodivergent people, challenges in traditional workplaces can lead them to explore self-employment or starting their own business. Structured environments, rigid processes, and expectations around working patterns may not always align with how they think, process information or manage energy.

Flexibility, autonomy and the ability to work in ways that suit their strengths are key motivations for moving away from workplaces into self-employment. Working for themselves can allow people to better manage focus, energy levels and creativity. These experiences are also reflected in Aviva research with neurodivergent small-business owners. ^{Footnote [3]}

However, moving away from traditional employment doesn’t remove these challenges, it often shifts them. Tasks like managing finances, paperwork, and day-to-day admin can become ongoing sources of strain, even when someone is highly capable and running a successful business.

As a result, neurodivergent small business owners may still need to put practical adjustments in place and work with clients, suppliers and partners to request clear, accessible communication that suits how they think and work.

 Steps can be taken to create more inclusive working environments. Practical adjustments may include: 

• Using written instructions alongside verbal information
• Creating or accessing quiet workspaces or flexible working options
• Structuring tasks into clear steps or plans
• Building awareness of neurodiversity and different ways of working

Beyond day-to-day adjustments, organisations may also wish to consider how work is structured, how communication happens, and the tools and processes people use. Many of these approaches can also be helpful for people working for themselves or running a small business, who often need to create their own routines and ways of working.

Assess the accessibility of your hiring process

If you recruit others, review how roles are advertised and whether your organisation actively encourages applications from neurodivergent individuals. Job descriptions should clearly outline essential responsibilities and avoid unnecessary or generic requirements.

Consider whether the interview process is inclusive, are candidates provided with clear details of the format in advance? A traditional interview process may not allow every applicant to demonstrate their strengths, so adapting hiring approaches can help ensure equal opportunity.

Consider the physical working environment

Providing options for lower-stimulus environments can help neurodivergent employees perform at their best. This might include access to quiet spaces, flexible seating arrangements, flexible working options, or practical tools such as noise-cancelling headphones.

It’s also important to ensure workplace technology supports productivity without creating unnecessary sensory or cognitive overload, for example, through constant notifications, multiple platforms or complex digital tasks. This may be particularly relevant for small business owners working from home or in shared spaces.

Clear approaches to wellbeing and support can help ensure working practices support everyone. This should include consideration of factors that enable neurodivergent individuals to work effectively, alongside clear communication across the organisation. Encouraging open and consistent communication can support a culture of psychological safety and inclusion.

For employers, recognising and understanding differences can help create working environments where people can perform at their best. This is relevant across different working models, whether someone is employed, self-employed, or running their own business.

Creating an environment where people feel comfortable speaking openly about what they need can make it easier to identify the right support early.

Listen to our colleagues to hear their experiences of neurodivergent challenges and strategies

• ADHD UK: Reasonable adjustments
  Guidance on workplace adjustments that can help people with ADHD manage challenges and perform at their best.
• Neurodiversity – CALM (Campaign Against Living Miserably)
  A clear, supportive guide to understanding neurodiversity and how it can affect mental health. Helpful for employers looking to better understand and support neurodivergent employees.
• National Autistic Society: Reasonable adjustments
  Explanation of what reasonable adjustments are and how they can support autistic people in the workplace.
• Made By Dyslexia: Workplace resources
  A range of practical resources to help individuals and organisations better understand dyslexia, including guidance on workplace strengths, adjustments and inclusive ways of working.