Discussion
Started 3 May 2025
What is neurodiversity? How can employers make their workplaces more neurodiversity-friendly?
The word neurodiversity refers to the diversity of all people, but it is often used in the context of autism spectrum disorder (ASD), as well as other neurological or developmental conditions such as ADHD or learning disabilities. The neurodiversity movement emerged during the 1990s, aiming to increase acceptance and inclusion of all people while embracing neurological differences. Through online platforms, more and more autistic people were able to connect and form a self-advocacy movement. At the same time, Judy Singer, an Australian sociologist, coined the term neurodiversity to promote equality and inclusion of "neurological minorities." While it is primarily a social justice movement, neurodiversity research and education is increasingly important in how clinicians view and address certain disabilities and neurological conditions.
Most recent answer
The Bigger Shift: From “Fixing People” to “Fixing Systems”
Historically, neurodivergent people were expected to adapt—masking, conforming, blending in.
Real inclusion flips that: Systems should adapt to people. Inclusion means valuing diverse minds on their own terms, not as exceptions.
What Real Neurodiversity Inclusion Looks Like
- Designing systems with neurodivergent people, not just for them.
- Universal design: Flexible workspaces, quiet areas, clear communication norms.
- Accommodations without gatekeeping—don’t make people prove they “deserve” support.
- Redefining professionalism to include different ways of thinking, speaking, and problem-solving.
- Leadership pathways for neurodivergent people—not just entry-level inclusion.
Neurodiversity inclusion is not just a policy—it’s a cultural transformation. It challenges what we think “normal” looks like, and asks us to build structures that reflect the full range of human experience.
It’s happening—but too slowly, and often only when pushed by neurodivergent voices themselves.
All replies (5)
Catalink
Dear Gaurav H Tandon , very interesting topic, for me also personally. I think a measure a company may take in order to accommodate neurodiversity is to cultivate a very fraternal and collegial workplace. Maybe giving workers, out of their 8 hours spent there, one hour for breakfast and one for lunch every day.
What do you think?
Best Wishes,
Haris
2 Recommendations
Alexandria University
Hello Mr. Tandon,
Thank you for initiating this valuable discussion.
While I strongly advocate for equity and inclusion for individuals with neurodevelopmental and psychiatric conditions, I would like to share a few reflections on the concept of neurodiversity and the culture developing around it.
Neurodiversity rightly encourages greater participation of people with neurological differences in the workforce. Many individuals with conditions like autism, ADHD, OCD, and dyslexia bring remarkable talents, including creativity, analytical thinking, and attention to detail.
However, it is important to recognize that these conditions are still listed as diagnoses in the International Classification of Diseases-11 (ICD-11). Individuals living with them often benefit from ongoing clinical support and, in some cases, medication. Poor adherence to treatment or lack of insight into their condition could impact both the individual’s health and the workplace environment.
Therefore, while celebrating neurodiversity, it is equally important to encourage access to appropriate medical care and workplace accommodations. Employers could foster success by providing flexible environments, mental health support, and regular communication to help employees thrive sustainably.
In short, neurodiversity should be seen as an opportunity for inclusion, but without overlooking the clinical realities that may require ongoing attention and support.
Thank you again for highlighting this important topic.
2 Recommendations
Catalink
Dear Mohamed I. Mohamed , many thanks for your insightful comment. I am a bit struck by your concluding sentence and more specifically by your phrase 'without overlooking the clinical realities ..." . Do you believe that this often occurs? By whom?
Best Wishes,
Haris
1 Recommendation
Alexandria University
Hello Dr. Shekeris,
Thank you for your follow-up question!
Well, those individuals with neuropsychiatric conditions can surely be unique and bring lots to the table in the work environment. Once again, they deserve - just like everybody else - the opportunity to contribute to the economy. This goes both ways; the economy can benefit from more individuals contributing with their own unique skills, and those individuals can feel their "worth" by actively engaging in work.
However, being an MD candidate, and being someone who loves to read about neurologic and psychiatric conditions, I always need to stress on how the concept of neurodiversity shall be approached with caution.
This is why:
Neurodiversity may display those with neurodevelopmental disorders such as autism, ADHD, dyslexia, and more recently depression, eating disorders, and schizophrenia, as "normal" individuals with just mere differences in their brain connections.
We have sufficient evidence to prove that neurodevelopmental disorders are a result of genetic differences, abnormal protein folding, and significantly different brain wirings, among other biological changes...
You asked by whom:
It's by those individuals with neuropsychiatric conditions and by those around them too.
If people don't understand this, they may stop treatments and therapy altogether. This is utterly hazardous for those individuals. If one doesn't look at neurodevelopmental disorders as diseases (as previously mentioned, they're all part of the ICD-11), then one may underestimate the challenges they face on a daily basis - in terms of reading, learning, social interactions, etc...
Don't get me wrong:
The concept of neurodiversity has helped improve awareness of those conditions. It may have also helped others seek treatment for their symptoms.
Nevertheless, looking at this from a bird's eye view reveals that neurodiversity can be a double-edged sword.
Perceived correctly, neurodiversity can help reduce the struggles faced by diseased individuals, raise the public's knowledge of their condition, and improve the attitudes of those around them.
As long as individuals with neuropsychiatric and neurodevelopmental receive appropriate therapy and remain compliant with their treatments, neurodiversity poses no dangers.
I hope this better explains my perspective.
Thank you very much!
PS:
My view of neurodiversity was all positive until I came across one of my current favorite books by Dr. Ismail Ibrahim called "Psychocinema". It's an Arabic book explaining the psychiatric conditions showcased in movies and TV series from a medical point of view.
Dr. Ibrahim, in his book, discussed the movie "Rain Man" with great articulation. He included a paragraph on neurodiversity which concluded that this concept can help improve awareness of autism and other neuropsychiatric conditions as long as neurodiversity does not negate the need for medications and therapy.
This paragraph completely altered the way I look at neurodiversity.
I have a slightly more neutral view now and I approach neurodiversity with caution now.
1 Recommendation
The Bigger Shift: From “Fixing People” to “Fixing Systems”
Historically, neurodivergent people were expected to adapt—masking, conforming, blending in.
Real inclusion flips that: Systems should adapt to people. Inclusion means valuing diverse minds on their own terms, not as exceptions.
What Real Neurodiversity Inclusion Looks Like
- Designing systems with neurodivergent people, not just for them.
- Universal design: Flexible workspaces, quiet areas, clear communication norms.
- Accommodations without gatekeeping—don’t make people prove they “deserve” support.
- Redefining professionalism to include different ways of thinking, speaking, and problem-solving.
- Leadership pathways for neurodivergent people—not just entry-level inclusion.
Neurodiversity inclusion is not just a policy—it’s a cultural transformation. It challenges what we think “normal” looks like, and asks us to build structures that reflect the full range of human experience.
It’s happening—but too slowly, and often only when pushed by neurodivergent voices themselves.
