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Neurodiversity pertains to different ways that individuals think, learn, and process information especially as it varies from what people may consider “normal” or neurotypical.[1] It’s estimated that 15-20% of the U.S. population is neurodivergent.[2] Some diagnoses that fall under the umbrella of neurodiversity include, but are not limited to, autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyslexia, and dysgraphia.[3] There tend to be generational differences related to the familiarity with neurodiversity and associated terms since the prevalence has increased dramatically over the past three decades.[4] Lack of knowledge, stereotypes, and misperceptions can lead to bias in the workplace that creates barriers to entry and success.[5] So, it’s important to be aware of neurodiversity to foster more diverse, equitable, and inclusive workplaces where everyone has access to resources and opportunities to thrive in their careers and feel welcomed.

People who identify as neurodivergent are more likely to be unemployed or underemployed in comparison to the general population.[6] According to Deloitte, it’s estimated that 85% of people on the autism spectrum are unemployed, compared to 4.2% of the total U.S. population.[7]  

One misconception is that people who are neurodivergent are disabled or less abled.[8] It’s important to recognize that each person is a unique individual, and we should not make assumptions about their strengths and capabilities. It’s up to each employee to self-identify, but as leaders, colleagues, and allies, we can create conditions that build trust and empathy to help our coworkers feel comfortable being their best authentic selves. Ultimately, this will result in better workplace cultures for everyone. A key benefit of neurodiverse teams is that diverse perspectives and approaches to problem-solving lead to more creative and innovative solutions to complex transportation challenges.

Ample resources are available to inform proactive strategies for making workplaces more neuro-inclusive, beginning with education to raise awareness about neurodiversity and its benefits in the workplace. The Employer Assistance and Resource Network (EARN) provides a free online toolkit for advancing Neurodiversity in the Workplace1 and links to extensive resources.[9]   An innovative program at the UConn Center for Neurodiversity & Employment Innovation (CNDEI) is committed to “changing the world of employment for bright neurodivergent minds” and provides resources for neurodivergent students, universities, and employers.[10]

Regardless of your role at your organization, there are actions we can all take to help advance diversity, equity, and inclusion whether it’s through allyship, Employee Resource Groups, or asking insightful questions. Together we can make workplaces that work better for everyone. 

Citations & Resources:

1. Ask EARN Neurodiversity in the Workplace.
2. Neurodiversity As a Strengthening Point For Your Team And Our Society, Joel Montvelisky, Forbes.com, Aug. 13, 2021. 
3. LivedExperienceEducator.com, Resources, Neurodivergent Umbrella.
4. CDC Data on CDC Data & Statistics on Autism Spectrum Disorder.  
5. Neurodiversity at Work, The Anxious Achiever Podcast with Morra Aarons-Mele. Nov. 22, 2021.
6. Why Is The Autistic Unemployment Rate So High? Thinking Person’s Guide to Autism. Shannon Des Roches Rosa, Feb. 27, 2018.
7. Deloitte Insights: A Rising Tide Lifts All Boats, Creating a Better Work Environment For All By Embracing Neurodiversity. Jan. 18, 2022.
8. Neurodiversity in the workplace: Why it matters | Culture Amp. Mar. 23, 2023.
9. AskEARN.org, Neurodiversity in the Workplace Resources.
10. University of Connecticut, Werth Institute, Neurodiversity Center.