Neurodiversity at work: strengths & adjustments
Your brain brings real strengths to work. The right setup helps them shine, and you have every right to ask for it.
By the numbers
Verified facts on neurodivergent people, disability and work.
United States
Adjustments
Research
Different brains, different strengths
Peaks and dips, not “good” and “bad” brains.
Many neurodivergent people have what researchers call a “spiky profile.” Some skills are much stronger than average, while others take more effort. Most people are fairly even across skills. Neurodivergent people tend to have bigger peaks and dips.
The goal at work is simple: use the peaks, and support the dips. Good adjustments are not about lowering the bar. They let your strengths do the heavy lifting.
Read more
Research reviewed by work psychologist Nancy Doyle links ADHD with creative thinking, visual-spatial reasoning, and hyperfocus, passion and courage. Common challenges include time management and keeping attention on less interesting tasks.
Roles and tasks where this can shine
- Brainstorming and problem-solving
- Crisis or fast-moving work
- Hands-on, varied tasks
- Projects you care deeply about
Read more
The same research links autism with strong memory, specialist skills, innovative thinking and noticing details others miss. Common challenges include juggling many tasks at once, unwritten social rules and sudden change.
Strengths many autistic workers bring
- Accuracy and careful checking
- Deep expertise in a subject
- Honesty and directness
- Loyalty and reliability
Read more
Research links dyslexia with creativity, visual reasoning, practical skills, storytelling and starting businesses. Reading, spelling, memory for lists and organizing can take more effort.
Learning differences are not about intelligence. With the right tools, many people do as well as, or better than, people without them.
Read more
Dyspraxia, also called developmental coordination disorder (DCD), affects coordination and planning movements. Research links it with strong verbal understanding. Handwriting, driving, using some equipment and organizing can be harder.
Helpful tools
- Extra practice time when learning new equipment
- Speech-to-text software
- Step-by-step written checklists
- Typing instead of handwriting
Read more
Tics are sudden movements or sounds a person can’t fully control. Some people can hold tics back for a short time, but it takes effort and can be distracting.
Simple changes, like a private workspace, flexible breaks or telling coworkers what tics are, can make work much calmer.
What gets in the way at work
Often it’s the workplace, not the worker.
Many neurodivergent people want to work and have a lot to offer. Yet research shows they are more likely to face long-term unemployment and to work below their potential. Much of this comes from barriers that can be changed.
Read more
Background chatter, flickering lights and constant interruptions make it harder for many people to concentrate. This is true for many people with ADHD and many autistic people.
Read more
Many workplaces run on things no one says out loud: when to speak up, what “ASAP” really means, or what a manager wants. Clear, written expectations help everyone, and especially many neurodivergent workers.
Read more
Traditional interviews often reward eye contact, small talk and quick answers to vague questions. In one study, autistic adults said they felt they had to hide their autistic traits to get through job interviews.
Read more
Adjustments usually depend on telling your employer. Research shows many neurodivergent people hold back because they fear discrimination, and often only share after a problem has already happened.
Read more
Many neurodivergent people hide or cover their differences at work to fit in. In research, people said this helped them get and keep jobs, but left them exhausted.
Job hunting and interviews
Finding a good fit, and asking for interview adjustments.
In the U.S., you can ask for a reasonable accommodation at any point while applying, not only after you are hired. You can use plain words. You don’t need to say “ADA” or “reasonable accommodation.”
Before a job offer, employers generally can’t ask whether you have a disability or ask medical questions. What you share is up to you.
Read more
Ideas
- A quiet room, or a video interview from home
- A short break partway through
- A skills test or work sample instead of only talking
- Extra time for written tests
- Questions in writing, or a few minutes to read them
- Screen-reading or speech-to-text tools for tests
Read more
Things worth asking about
- Are instructions given in writing?
- Can I work from home some days?
- How are deadlines and priorities set?
- Is there a quiet space to work or take a break?
- What does a typical day look like?
Some employers run neurodiversity hiring programs. The U.S. Employer Assistance and Resource Network on Disability Inclusion (EARN) helps employers recruit, hire, keep and promote neurodivergent workers.
Read more
Every U.S. state has a vocational rehabilitation (VR) program. VR helps people whose disability makes it harder to work to prepare for, find and keep a job. Services are shaped around your strengths, interests and choices.
VR also offers “pre-employment transition services” for students with disabilities who are getting ready to work.
Read more
Many neurodivergent people face more rejections than others, often because of how hiring works rather than how well they would do the job.
Adjustments that help
Ideas sorted by the challenge, not the label.
The free U.S. Job Accommodation Network (JAN) lists ideas by the kind of challenge, not only by diagnosis. That matters, because two people with the same label may need very different things. Many people need only one or two small changes.
Read more
Ideas from JAN and research
- Cubicle doors, shields or shades
- Moving to a quieter desk or private room
- Natural or softer lighting
- Noise-cancelling headsets or white noise
- Working from home some days
Read more
Ideas from JAN
- Breaking big jobs into smaller steps
- Checklists and color-coded systems
- Reminders, timers and calendar apps
- Uninterrupted “focus time” blocked in the calendar
- Working on one task at a time
Coaching on planning and prioritizing is one of the most common workplace adjustments for neurodivergent workers.
Read more
Ideas from JAN
- Calculators and math apps
- Colored overlays or on-screen reading rulers
- Proofreading help
- Recorded or audio versions of materials
- Screen readers and text-to-speech
- Speech recognition (talk instead of type)
- Word prediction software
Read more
Ideas from JAN and research
- Getting training materials ahead of time
- One-on-one check-ins instead of only group meetings
- Recorded messages to replay
- Regular, specific feedback
- Written instructions after spoken ones
Read more
Ideas from JAN
- A flexible schedule
- A job coach or on-site mentor
- A modified break schedule
- Support through an Employee Assistance Program (EAP)
Under the ADA, a modified or part-time schedule can be a reasonable accommodation, even if other workers don’t get one, unless it causes undue hardship.
Read more
Ideas from JAN and research
- A private or redesigned workspace
- Awareness training for coworkers (with your permission)
- Rest breaks when tics build up
- Standing desks or ways to move during the day
- Working from home some days
Asking for adjustments
A simple, calm way to ask, and what happens next.
A request is the start of a conversation between you and your employer, called the “interactive process.” Your employer may ask questions to understand what you need. Your preference should be seriously considered, but the employer can choose between options that work.
Four steps to ask
- Name the challenge: “Background noise makes it hard for me to focus on reports.”
- Suggest a fix: “Could I use noise-cancelling headphones, or work in the small meeting room in the mornings?”
- Link it to the work: “That would help me finish reports faster and with fewer mistakes.”
- Put it in writing, and keep a copy of the request and the reply.
Read more
If your need isn’t obvious, an employer may ask for documentation of your condition and why you need the change. Employers generally can’t ask for your complete medical records.
Read more
Among employers who shared cost details with JAN, 61% said accommodations cost nothing. When there was a one-time cost, the median was $300. Most employers said accommodations helped them keep valued workers.
Read more
Calm replies
- “Can you help me understand why that won’t work?”
- “Is there another option that would solve the same problem?”
- “Could we try it for a month and review?”
To tell or not to tell?
You choose if, when and how much to share.
There is no right answer. Some people tell work early, some only when they need a change, and some never do. In the U.S., employers generally only have to make adjustments for needs they know about.
Read more
You don’t have to share a diagnosis to ask for a simple change, like headphones or written instructions. Many people just say what helps them work best.
Before a job offer, employers generally can’t ask about disability at all.
Read more
Things you might say
- “I have ADHD, so I work best with short check-ins and clear deadlines.”
- “I have a learning difference that makes reading long documents slow. Audio versions help a lot.”
- “I’m autistic. Clear, written instructions help me do my best work.”
Read more
Some people choose to be open with their team. It can mean less masking and more understanding. It can also help others feel safe to share.
For managers and coworkers
Simple habits that help the whole team.
Many adjustments that help neurodivergent workers also help everyone: clear goals, written follow-ups and quieter spaces. Few businesses design for neurodiversity from the start, but those that do make it easier for everyone.
Helpful things to say
- “Is there anything that would make this task easier for you?”
- “Would you like that in writing?”
- “Here’s exactly what I need, and by when.”
- “Take a break whenever you need one.”
Things to avoid saying
- “Everyone’s a bit ADHD.”
- “You don’t seem autistic.”
- “Just try harder to focus.”
- “Why can’t you just read the email?”
Read more
What helps
- Ask what helps rather than guessing
- Give feedback that is specific and regular
- Give warning before changes when you can
- Judge the work, not how “typical” someone seems
- Keep shared information confidential
JAN lists “adjusted supervisory methods” and “positive feedback” among useful accommodations.
Read more
What helps
- Don’t comment on stims, tics or fidgeting
- Invite people, and accept a “no” kindly
- Keep messages clear and direct
- Respect headphones as a “focusing” signal
Protecting your energy
Avoiding burnout when work takes a lot out of you.
A workday can use up more energy when you are also managing noise, social rules or masking. Over time, this can lead to deep exhaustion. Planning recovery time is not lazy. It keeps you well enough to keep working.
Ideas that can help
- Batch meetings, and keep some days meeting-free if you can
- Build quiet time into the day, like lunch alone or a short walk
- Notice early signs of overload and act on them
- Plan a calm evening after a big social day at work
- Use your strengths for the hardest tasks, at your best time of day
How community helps
People who “get it” make work feel less lonely.
Connecting with other neurodivergent people can bring relief, practical tips and a sense of belonging. Groups run by and for neurodivergent people follow the idea “Nothing about us without us.”
Places to find your people
- CHADD local chapters for adults with ADHD
- Employee resource groups for disability or neurodiversity at your workplace
- Groups led by autistic people, such as those connected to the Autistic Self Advocacy Network (ASAN)
- Online communities for your profession
When and where to get help
Advice, rights help and support for your wellbeing.
Reach out for support if
- An adjustment request is ignored or refused without a good reason
- Work stress is affecting your sleep, mood or health
- You are being treated badly because of a disability
- You feel burned out or hopeless
Read more
Call (800) 526-7234, Monday to Friday, 9 a.m. to 6 p.m. Eastern, or visit askjan.org. Workers and employers can both use it.
Read more
Call 1-800-669-4000 (TTY 1-800-669-6820). There are time limits: usually 180 days, or 300 days in some states, to file a charge.
Read more
Many neurodivergent people also live with anxiety or low mood, often from years of strain. A therapist who understands neurodiversity can help. Your workplace Employee Assistance Program (EAP) may offer free, confidential counseling.
The 988 Suicide & Crisis Lifeline is free, confidential and open 24/7 by call, text or chat.
Outside the U.S., many countries have disability and equality laws at work. In the UK, for example, the Access to Work program offers free workplace assessments. For crisis support anywhere, findahelpline.com lists free helplines by country.
📝 Worksheets for this guide
Fill these in privately in the app. Your answers stay on your phone.
Sources
- Doyle (peer-reviewed), via PubMed Central (NIH) (2020). Neurodiversity at work: a biopsychosocial model and the impact on working adults (British Medical Bulletin 135: 108–125)
- U.S. Bureau of Labor Statistics (BLS) (2026). Persons with a Disability: Labor Force Characteristics — 2025
- Centers for Disease Control and Prevention (CDC) (2024). ADHD Diagnosis, Treatment, and Telehealth Use Among Adults — National Center for Health Statistics Rapid Surveys System, United States, October–November 2023 (MMWR)
- Centers for Disease Control and Prevention (CDC) (2020). Estimated Number of Adults Living with Autism Spectrum Disorder in the United States, 2017 (Dietz et al.)
- Job Accommodation Network (JAN). Costs and Benefits of Accommodation
- Wurth, Fuermaier, Strand & Thorell (peer-reviewed) (2025). Diagnosis acceptance, masking, and perceived benefits and challenges in adults with ADHD and ASD: associations with quality of life (Frontiers in Psychiatry)
- National Institute of Mental Health (NIMH). Autism Spectrum Disorder (publication)
- Eunice Kennedy Shriver National Institute of Child Health and Human Development (NICHD), NIH. Learning Disabilities
- Centers for Disease Control and Prevention (CDC). About Tourette Syndrome
- Centers for Disease Control and Prevention (CDC). Information about Tourette Syndrome for Educators
- Job Accommodation Network (JAN). Attention Deficit/Hyperactivity Disorder (AD/HD) (accommodation ideas)
- Job Accommodation Network (JAN). Autism Spectrum (accommodation ideas)
- Job Accommodation Network (JAN). Learning Disability (accommodation ideas)
- Job Accommodation Network (JAN). Tourette Syndrome (accommodation ideas)
- Hull, Petrides, Allison, Smith, Baron-Cohen, Lai & Mandy (peer-reviewed) (2017). “Putting on My Best Normal”: Social Camouflaging in Adults with Autism Spectrum Conditions (Journal of Autism and Developmental Disorders)
- Miller, Rees & Pearson (peer-reviewed) (2021). “Masking Is Life”: Experiences of Masking in Autistic and Nonautistic Adults (Autism in Adulthood)
- U.S. Equal Employment Opportunity Commission (EEOC). Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA
- U.S. Equal Employment Opportunity Commission (EEOC). Enforcement Guidance: Disability-Related Inquiries and Medical Examinations of Employees under the ADA
- Employer Assistance and Resource Network on Disability Inclusion (EARN). Neurodiversity in the Workplace
- Rehabilitation Services Administration, U.S. Department of Education. Vocational Rehabilitation State Grants
- Raymaker, Teo, Steckler et al. (peer-reviewed) (2020). “Having All of Your Internal Resources Exhausted Beyond Measure and Being Left with No Clean-Up Crew”: Defining Autistic Burnout (Autism in Adulthood)
- Autistic Self Advocacy Network (ASAN). About ASAN
- CHADD (Children and Adults with Attention-Deficit/Hyperactivity Disorder). Find a Local CHADD (Affiliate Locator)
- Job Accommodation Network (JAN). Contact Us
- National Institute on Deafness and Other Communication Disorders (NIDCD), NIH. Directory: Job Accommodation Network (JAN)
- U.S. Equal Employment Opportunity Commission (EEOC). How to File a Charge of Employment Discrimination
- USA.gov. U.S. Equal Employment Opportunity Commission
- Hull, Levy, Lai, Petrides, Baron-Cohen, Allison, Smith & Mandy (peer-reviewed) (2021). Is social camouflaging associated with anxiety and depression in autistic adults? (Molecular Autism 12: 13)
- 988 Suicide & Crisis Lifeline. 988 Suicide & Crisis Lifeline
- Substance Abuse and Mental Health Services Administration (SAMHSA). 988 Suicide & Crisis Lifeline
- Find A Helpline (ThroughLine). Find A Helpline
This guide is for education and self-care. It is not a diagnosis or a substitute for professional care. Please talk to a counselor or clinical provider about your health. Reviewed October 2026.
