How to Talk about Neurodiversity at Work

Your first instinct might be to stay quiet about employee differences at work, but that’s often counterintuitive. Talking openly about things like neurodiversity and disability is how we can start to create safe spaces and provide suitable supports for employees who need it.

For some, these conversations may feel uncertain. There’s often fear of saying the wrong thing or unintentionally offending someone. But talking about neurodiversity at work doesn’t have to be uncomfortable; it just needs to be respectful and curious. Open dialogue is one of the most powerful tools we have for building an inclusive workplace.

Language Matters

Respectful, inclusive language helps normalize differences and reduce stereotypes. Deficit-based language, such as describing neurodivergence as a “problem” or “disorder," can reinforce stigma. Instead, use strengths-based framing like “different ways of thinking” or “unique learning styles.” Neurodiversity is a natural biological variation, so there is no wrong or right way to think, learn, or process the world.

It’s also important to recognize the difference between person-first and identity-first language. For example, some may prefer “person with autism,” while others feel strongly about “autistic person.” The key is respect. Ask individuals how they would like to be identified and follow their lead.

How to Create a Safe Environment for Dialogue

Employees are more likely to share their needs when they feel psychologically safe. This means knowing they won’t face negative consequences for asking for support. However, disclosure of any health conditions should always be voluntary.

To promote inclusion and remove the onus from the neurodivergent person, organizations can create open invitations for discussion without expectation. Team awareness should focus on types of communication preferences and building skills to support each other. Teams can share how they best communicate and adjust their communication styles to be more inclusive for the whole group. Inclusion then becomes a shared responsibility instead of a burden for the neurodivergent individual.

Team Sensitivity

Team sensitivity around neurodivergence may include education on common characteristics of neurodivergent individuals, as well as potential solutions to workplace challenges, such as accommodations. Accommodations should be normalized as workplace tools, not special treatment. Modifications like written instructions, quiet spaces, or noise-cancelling headphones, for example, exist to remove barriers for neurodivergent individuals, not give them an advantage over other coworkers. Often, tools or changes to the work or work environment can benefit the entire team, not just one person.

It's important to set expectations for respectful behaviour. A zero-tolerance policy for bullying or harassment helps set the tone. Discrimination might not always be overt – it doesn’t even have to be verbal or intentional. In the legal case Watson v Roke Manor Research Limited, a UK Tribunal found that repeated sighs and expressions of frustration toward an employee with ADHD amounted to harassment. The case highlighted that even subtle behaviours can create a hostile environment when they relate to someone’s disability. Keep body language, tone, and gestures in mind when defining what a “safe” work environment looks like.

How to Talk About Employee Needs

The best way to discuss employee needs is simple: ask, don’t assume. Questions such as “What helps you do your best work?” or “What adjustments would make tasks easier?” invite employees to share on their own terms and show that support is a shared priority. Asking thoughtful questions, being open to ideas, and showing genuine interest goes a long way in building trust.

It’s also helpful to clarify the difference between the duty to inquire and proactive support. While employers have a legal obligation to inquire when an employee appears to be struggling, not all forms of support fall under the duty to accommodate. Sometimes, proactive strategies, like job coaching, mentorship, or training, can help an employee succeed without formal accommodations. Either way, employees are not required to share a diagnosis with their employer. However, understanding the functional challenges the employee is experiencing can help determine the most efficient support.

All employee’s skills and challenges will vary, so applying the same broad strategies to everyone isn’t always effective. That’s why leader training on neurodiversity and accommodations can be supplemented with support from a workplace expert, like an Occupational Therapist (OT). Occupational Therapists can provide individualized support to assess employee barriers, suggest strategies, and provide coaching. By examining the worker, workplace, and work, OTs gain a holistic understanding so that any recommendations promote long-term success for the employee in their role.

The Role of Occupational Therapy in Supporting Neurodiversity

Occupational Therapists (OTs) play a unique role in supporting neurodiversity at work. They can:

• Conduct workplace assessments to identify barriers and recommend strategies.
• Bridge communication between employee needs and employer resources.
• Provide coaching to employees on organization, time management, and coping strategies.
• Educate teams and leaders about neurodiversity, accommodations, and inclusive communication.