Educating peers and managers on neurodiversity
A guide to understanding and supporting autistic and ADHD employees
By Denise Aytekin / Global AI talent lead @ Board of Innovation
Despite increased awareness of neurodiversity, many misconceptions persist, especially in the workplace. Neurodivergent individuals, including those with autism and ADHD, often face misunderstandings that can lead to unfair judgments or barriers to success.
This article was created with assistance of AI
Let’s break down some of the most common misinterpretations
Misconception: “Autistic employees are rude or antisocial.”
Reality: many autistic individuals prefer direct communication and may avoid small talk not because they dislike others, but because it can feel exhausting or unnecessary. They also might struggle with reading social cues, which can make interactions seem “cold” or “blunt.”
How to Support: encourage a workplace culture where directness is appreciated rather than misinterpreted as rudeness. Provide clear communication guidelines that respect different styles of interaction.
Misconception: “ADHD employees are disruptive or lack discipline.”
Reality: ADHD individuals often struggle with impulse control, leading to interruptions in conversations. This isn’t a sign of disrespect, it’s an expression of enthusiasm and engagement. Their brains process thoughts quickly, making it difficult to hold back ideas until it’s their turn to speak.
How to Support: implement structured discussion formats like round-robin speaking turns, digital chat contributions, or designated brainstorming sessions where rapid idea-sharing is encouraged.
Misconception: “Neurodivergent employees don’t handle pressure well.”
Reality: while high-pressure environments with unclear expectations can be overwhelming, neurodivergent individuals often thrive when given structured tasks, autonomy, and the ability to work in a way that suits them. Many autistic employees excel in deep-focus tasks, and ADHD employees often perform exceptionally well under tight deadlines due to their ability to hyperfocus.
How to Support: Set clear expectations, provide structured deadlines, and allow flexibility in work methods to enable employees to perform at their best.
Understanding neurodivergent traits and work preferences
Autistic employees: strengths and challenges
✔️ Strengths:
• Strong attention to detail
• Deep expertise in specific areas
• Logical problem-solving skills
• High integrity and honesty
⚠️ Challenges:
• Difficulty with ambiguous instructions or expectations
• Sensory sensitivities (e.g., noise, lighting)
• Social exhaustion from forced interactions
🔹 How managers can help:
You can support autistic employees by providing explicit, detailed instructions rather than relying on vague expectations, which helps reduce ambiguity and increases clarity. It’s also valuable to offer alternatives to open-office environments, such as quiet workspaces or remote work options, that allow for better focus and comfort. Finally, it’s important to understand that avoiding eye contact or skipping small talk isn’t a sign of disengagement; rather, it can be a form of self-regulation that helps employees manage sensory input or social fatigue.
Great leadership isn’t about treating everyone the same, it’s about adapting to individual strengths and needs
ADHD employees: strengths and challenges
✔️ Strengths:
• High energy and enthusiasm
• Creativity and out-of-the-box thinking
• Ability to hyperfocus on tasks of interest
• Resilience under pressure
⚠️ Challenges:
• Difficulty with time management and organization
• Struggles with maintaining attention in long meetings
• Impulsivity in conversations
🔹 How managers can help:
To effectively support employees with ADHD, managers can use project management tools or regular check-ins to assist with organization, while being careful not to micromanage. Keeping meetings short and focused can help maintain attention, and allowing movement or the use of fidget tools can further support engagement. When possible, offering flexible deadlines helps strike a balance between providing structure and allowing autonomy, which can lead to better focus and productivity.
Adapting Leadership styles to Support Neurodivergent Employees
Great leadership isn’t about treating everyone the same, it’s about adapting to individual strengths and needs. Here’s how managers can create a neurodivergent-friendly work environment.
Prioritize clarity in communication
Clarity is essential when communicating with neurodiverse team members. Be direct and explicit, avoid implied expectations or vague feedback, as they can lead to confusion or unnecessary stress. Providing instructions in multiple formats, such as written, verbal, or visual, helps accommodate different processing styles and ensures better understanding. When assigning tasks, break them down into clear, actionable steps to make goals more manageable and execution more effective.
Redefine productivity and performance metrics
When supporting neurodivergent employees, it’s important to rethink how productivity and performance are measured. Focus on the quality of output rather than relying solely on traditional work styles or rigid structures. Allowing flexible schedules can make a significant difference, as some employees may do their best work during non-traditional hours. Additionally, recognize that productivity might come in bursts rather than in steady, linear progress. What matters most is the result, not the pace.
Create a psychological safety net
This starts with encouraging open conversations about neurodivergence and individual workplace needs. Employees should feel secure sharing their challenges without fear of judgment or bias. Fostering this kind of culture not only supports well-being but also strengthens team trust and collaboration. Training teams on neurodiversity is essential to prevent misunderstandings and to promote a more inclusive, empathetic work environment for everyone.
Offer sensory and environmental adjustments
Supporting neurodivergent employees involves providing sensory-friendly options, such as noise-canceling headphones or the possibility to work remotely for those sensitive to office noise. Allowing employees to customize their workstations, whether through lighting adjustments or seating arrangements, can greatly enhance comfort and productivity. Additionally, consider alternative meeting formats, like asynchronous updates or smaller group discussions, to accommodate different preferences and reduce sensory overload.
Emphasize strength-based leadership
Effective leadership involves identifying and leveraging the strengths of neurodivergent employees rather than focusing on perceived deficits. Assigning tasks that align with their natural abilities, such as detail-oriented work for autistic employees or creative problem-solving roles for those with ADHD, can maximize both their engagement and impact. It’s equally important to recognize and celebrate their unique contributions, fostering a culture that values diversity and empowers every team member.
“Neurodiversity isn’t a challenge to “accommodate”, it’s an asset to embrace.”
- Denise Aytekin, HR Consultant
Conclusion: building a truly inclusive workplace
Neurodiversity isn’t a challenge to “accommodate”, it’s an asset to embrace. By understanding the differences in how autistic and ADHD employees think, work, and communicate, organizations can create an environment where everyone thrives.
The key is simple: Don’t force neurodivergent employees to fit into a rigid system. Instead, build a system that allows them to succeed.
Investing in neurodivergent education, adapting leadership styles, and fostering an inclusive culture doesn’t just benefit neurodivergent employees—it benefits the entire organization by unlocking creativity, innovation, and new ways of thinking.
Action Steps for Leaders:
✅ Train managers and teams on neurodiversity awareness.
✅ Adapt communication and feedback strategies for different cognitive styles.
✅ Offer flexibility in schedules, workspaces, and performance expectations.
✅ Foster a culture of understanding, respect, and appreciation for neurodivergent talents.
True inclusion means more than just awareness, it means action. Let’s create workplaces where neurodivergent individuals don’t just survive, but thrive.
