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Neurodiversity at Work
Neuroinclusive workplaces are designed for the full range of how people think, communicate, learn, and work. Explore research, practical tools, learning experiences, and expert guidance from Disability:IN to help your organization build environments where all people can contribute and succeed.
Neurodiversity Is Shaping the Workforce
20%
of the global population
is estimated to be neurodivergent.
40%
of the global workforce
is projected to identify as neurodivergent by 2040.
66%
diagnosed in adulthood
of participants in Disability:IN’s study reported receiving a diagnosis as adults.
A Research-Based Framework for Neurodiversity at Work
How can companies design work to support different ways of thinking while advancing business goals?
Disability:IN’s report reveals the Creativity Over Convention framework for neuroinclusive human capital management- drawing on qualitative interviews with neurodivergent professionals across regions, roles, and generations.
The report offers practical insights for HR and talent teams, managers, and business leaders looking to apply neuroinclusion across their organizations.
Download the Full Neurodiversity at Work Report
Explore the findings and framework for neuroinclusive human capital management. Learn how the research can inform talent development, manager training, communication, employee support, performance management, and more structured ways of working.
Frequently Asked Questions
Learn more about the study and the framework for neuroinclusive human capital management.
This report explores how neurodiversity is experienced in the workplace and identifies key barriers and opportunities for inclusion. Our goal is to provide a framework on how organizations can better support neurodivergent employees while driving innovation and performance. This report is provided for informational purposes only and does not constitute legal, employment, or business advice. Organizations should evaluate any practices described in this report in light of applicable laws, regulations, and internal policies.
This report is designed for:
- Corporate leaders and executives
- HR and talent development teams
- Managers
- Neurodivergent employees and employers
Throughout the report, readers will encounter a variety or terminology:
- Neuroinclusive refers to workplaces that support the full range of human cognition; this report defines what neuroinclusion looks like in the context of human capital management, which is how companies optimize employee productivity, increase engagement, and decrease attrition by treating people as valuable assets.
- Neurodivergent refers to people with cognitive conditions such as Attention Deficit Hyperactivity Disorder (ADHD), Autism, Obsessive Compulsive Disorder (OCD), Bipolar Disorder, Post Traumatic Stress, and learning disabilities such as Dyslexia, Dyspraxia, and Dyscalculia
- Neurotypical refers to people with typical or standard cognition
The report draws on a combination of research methods, including:
- Surveys and interviews of professionals and employers
- Qualitative insights
- Secondary research and literature review
- Subject matter experts
Companies can use this report to strengthen their human capital management practices to prepare for changing workforce demographics. If implemented thoughtfully, neuroinclusive human capital management may lead to more systematic, more organized, and more productive work for all employees by engaging in certain practices, such as:
- Developing more inclusive management strategy
- Creating accessible communication pathways
- Improving employee engagement
- Designing for productivity
- Arranging flexible work policies
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