Neurodiversity refers to the inherent variability of humans' brains, how they operate, how they think, and how they see the world. It encompasses autism, ADHD, dyslexia, and everything in between. There’s often a stigma surrounding those who are neurodivergent, yet those who are neurodivergent simply think differently. This does not lessen a person's value or potential. Neurodivergent individuals often have unique strengths as well: creativity in problem solving and innovative thinking, focus and straight-line thinking, and lots of out-of-the-box thinking. For a large part of history, evidence for systemic exclusion towards neurodivergent individuals was rooted in ignorance, exclusion, and compulsion for acceptance.
Over the last few decades there have been critical shifts in awareness regarding neurodivergent individuals, the understanding and protections they deserve, and how to properly advocate; however, there remains critical work to be done. The greatest landmark so far in legislation is the Rehabilitation Act of 1973. The Rehabilitation Act of 1973 serves to prohibit discrimination based on disability in programs conducted by federal agencies, programs receiving federal financial assistance, federal employment, and the employment practices of federal contractors. It also provides rehabilitation services to help people with disabilities prepare for and engage in employment; essentially it protects disabled individuals from being discriminated against by any program, job, or institution that is federally funded and ensures equal access to work opportunities. “Disabled” is often used as an umbrella term, encompassing those who are neurodivergent. This means that under the Rehabilitation Act of 1973, they too are protected and guaranteed these rights—serving as an essential example for what policy needs to look like regarding neurodivergent individuals.
Workplaces are an area of social interaction, often being a cause of overstimulation for neurodivergent minds. Whether it be a lunchroom meeting or drinks after work, being in uncomfortable situations with aspects like loud music, too much chatter, or even certain smells can cause chaos in a neurodivergent mind, making it especially hard for them to “fit in.” Over 40% of people with autism are unemployed according to a study by the NIH in 2025. Despite more inclusive policy making in recent years, without requiring inclusionary practices that cater to neurodivergent behaviors, the workplace will never truly be compromising. These policies can vary from workplace to workplace, such as flexible office designs and layout or varying communication styles. Until these flexible policies are implemented, the workplace continues to discriminate, intentional or not.
But why is it so important that individuals who are neurodivergent get quality access to employment? Employment gives them independence, and provides a social environment. According to the Bureau of Internet Accessibility, “Research suggests that companies employing people with disabilities may experience increased productivity and retention rates. Accenture studies found that companies with strong disability inclusion practices report higher revenue, net income, and economic profit.” The impacts are twofold: individuals who are neurodivergent get fiscal freedom and independence, and companies increase profit while promoting inclusionary practices. There's often a myth that neurodivergent individuals are incapable of working or holding any form of employment—or that individuals with autism, ADHD, and more aren’t capable of completing their given tasks. In fact, studies from Quartz have shown that neurodivergent hires can actually be 140% more productive than another employee when matched properly to a job. Undermining their potential to the label of neurodivergence only limits the possibilities to bring diverse perspectives to the workplace. Because of the experiences of those with neurodivergence, hiring them allows for unique problem-solving skills and perspectives, creating a pool of creative thinking unlike any other workplace. These same individuals have also been found to have better memory, focus, and efficiency in their given tasks compared to non‑neurodivergent counterparts. Rather than seeing them as a setback, neurodivergent individuals are more of a strength to a workplace than anyone, and should be treated as such.
Overall, despite policies continuing to value neurodivergent perspectives in the workplace, there still holds much gap in equality between their non‑neurodivergent counterparts. Policies that allow individuals with neurodivergence to be a part of a workplace community through inclusive practices can bridge the gap even more, toward a future where both neurodivergent minds and others are equally employed.