Every Neurodiversity Celebration Week, companies flood LinkedIn with posts about how they “embrace neurodiversity.” Then everything goes back to normal; open-plan offices, rigid hiring processes, and performance reviews that penalise people for thinking differently.
In reality, most workplaces still aren’t built for neurodivergent employees.
The 3 Most Useless “Fixes” for Neurodivergent Employees
- “We’ve introduced a quiet room!” That’s great, but does it come with actual flexibility? Or is it just a glorified cupboard next to the breakroom?
- “Our recruitment process is fair for everyone.” No, it isn’t. If your hiring process rewards people for small talk, rapid responses, and making eye contact, you’re filtering out neurodivergent talent before they even get in the door.
- “We don’t see labels, we see people.” Cool, OK…but labels matter when people need accommodations. Ignoring them doesn’t make barriers disappear.
What Actually Needs to Change
- Redefine “professionalism.” Stop penalising people for needing alternative ways to communicate, focus, or structure their work.
- Make accessibility standard. Screen readers, noise-cancelling headphones, flexible deadlines—these should be options, not hurdles.
- Fix recruitment. If your interview process only rewards extroverts, you’re missing out on brilliant minds.
- Promote neurodivergent leaders. If neurodivergent employees never make it to senior roles, your diversity efforts are just for show.
Let’s Talk
Celebration means change, not just a LinkedIn post. What’s one thing workplaces should be doing right now to support neurodivergent employees?
#Wellbeing #Neurodiversity #HR #Inclusion
