(In Progress) Designing a Neuro-Inclusive Workplace: Understanding the Barriers and Opportunities
Understanding the Challenge
Many neurodivergent employees struggle to navigate traditional workplace environments due to structural and cultural barriers. While companies increasingly emphasize diversity and inclusion, neurodiversity remains under-supported, leaving employees to self-advocate without clear pathways for accommodations. Issues such as stigma, unclear accommodation processes, and a lack of leadership awareness contribute to workplace disengagement and inefficiency.
Who We Were Researching For
Our research focused on neurodivergent employees (including individuals with ADHD, autism, OCD, PTSD, anxiety, bipolar disorder, and traumatic brain injuries) and employers looking to foster neuro-inclusive workplaces. We aimed to:
Understand the barriers neurodivergent employees face in obtaining support.
Identify employer knowledge gaps in neurodiversity initiatives.
Highlight opportunities for improving workplace accessibility, belonging, and productivity.
What We Set Out to Learn
Our central research question was:
How might we design a workplace environment that better supports neurodivergent employees while enabling employers to create meaningful, inclusive policies?
We aimed to:
Identify key workplace challenges for neurodivergent employees.
Examine how employers perceive and implement neurodiversity initiatives.
Explore design opportunities to make workplaces more accessible and accommodating.
How We Conducted Our Research
To develop a deep understanding of neurodivergent workplace experiences, we used a multi-method approach:
Stakeholder Interviews – Conversations with 9 neurodivergent employees, 3 employers, and 8 subject matter experts (SMEs) across industries such as tech, healthcare, and manufacturing.
Surveys – Gathering insights on workplace experiences, accommodation use, and barriers to disclosure.
Ethnographic Research – Observing real-world interactions to identify areas of friction and success in workplace inclusion efforts.
Journey Mapping – Tracking the employee experience from onboarding to career development to understand where support structures break down.
Key Insights & Findings
1. The Accommodation Process is Unclear and Underutilized
"I haven’t sought out accommodations—not because I don’t need them, but because I don’t know how it would impact my job." – Employee
Many neurodivergent employees don’t request accommodations due to confusion, fear of stigma, or lack of clear processes.
Standardized, transparent accommodation pathways increase employee confidence and usage.
2. Employers Struggle to See the Business Value of Neuro-Inclusion
"Employers like to hear it when there is no cost to them." – Employer, Tech Industry
While companies recognize the importance of neurodiversity, many struggle to justify investment due to a lack of measurable outcomes.
Providing data on retention, productivity, and engagement can help secure leadership buy-in.
3. Psychological Safety is Key to Disclosure and Engagement
"People will only use accommodations if they see others using them without consequences." – Employee
Employees are more likely to disclose their needs and seek support when neurodiversity is openly discussed and normalized by leadership.
Companies should implement peer advocacy programs and leadership transparency in accommodations.
4. Accessibility Must Go Beyond Compliance
"Employers expect employees to know what they need, but employees haven’t been given the opportunity or framework to explore that." – SME
True accessibility means proactively designing inclusive processes rather than placing the burden on employees to request changes.
5. Workplaces Need Flexible Structures to Support Neurodivergent Employees
"I like remote work more because I can control my environment." – Employee
Flexible work models, including remote options, adjustable workspaces, and personalized workflows, can significantly improve performance and well-being.
The Impact: Designing a Solution
Our research directly informed key opportunity areas for workplace transformation:
1. Empathy-Driven Leadership Training
Implement awareness programs to help managers understand and support neurodivergent employees.
Create peer mentorship programs for neurodivergent employees.
2. Standardized & Transparent Accommodation Processes
Establish clear pathways for requesting accommodations.
Develop internal advocacy teams to ensure equitable access to support.
3. Inclusive Workplace Design & Flexibility
Introduce adaptive workspaces (quiet zones, sensory-friendly areas).
Expand remote/hybrid work options for employees who benefit from controlled environments.
4. Measuring the Impact of Neuro-Inclusion
Create key performance indicators (KPIs) for workplace inclusion, tracking engagement, productivity, and retention.
Develop anonymous feedback loops to continually refine policies.
Reflections & Next Steps
Looking forward, we recognize the need for:
Scaling awareness efforts – Expanding leadership education and ERGs (Employee Resource Groups).
Iterating on workplace design – Testing and refining adaptive workspaces for accessibility.
Embedding neuro-inclusion into hiring and career growth – Moving beyond recruitment to ensure long-term support.
This project reaffirmed the need for human-centered workplace solutions. By shifting the burden away from neurodivergent employees and embedding inclusion into company culture, organizations can unlock the full potential of their workforce.
Creating neuro-inclusive workplaces is not just an ethical decision—it’s a strategic advantage. Let’s build a world where everyone can thrive at work.
