“Neurodiversity” is a word we hear more and more — and thankfully so. It reminds us that every brain processes, senses and communicates differently, and that these differences are a natural and valuable part of being human. But while awareness is growing, real change only happens when we move from knowing about neurodiversity to doing things differently.
Neurodivergence in tech roles
Employers report that 3% of their tech employees are neurodivergent, but when asked directly, 53% of tech workers identify as neurodivergent (source: Tech Talent Charter, Diversity in Tech Report 2024). This stark difference highlights that professionals are reluctant to disclose their neurodivergence.
Of those employees responding to the survey, 62% said their manager was aware of their neurodivergence. However, the gender split adds significant context, that this figure was 69% for male tech workers and just 50% for females.
These figures show the need for clearer discussion about how neurodiversity should be supported in the workplace. Awareness of neurodivergence simply isn’t enough: companies need to work on building trust with employees so they feel able to disclose their neurodivergence and receive the support to which they are entitled.
Moving from knowing to doing
Inclusion begins with curiosity, respect, and a willingness to reimagine how things are done. Focusing on neurodivergent difference and strengths and looking at common challenges in the workplace helps us to take a neuro-affirming approach, to stop trying to “fix” people and start changing systems and environments.
23% of respondents say their employer has neurodiversity-friendly hiring practices, but these are easy for everyone to implement. Neuro-inclusive recruitment processes include giving clear expectations of the skills candidates require; avoiding jargon and ambiguity in job descriptions; avoiding using phrases such as “excellent communication skills” as this can discourage people from applying; and using interviews to assess skills, not social performance.
Listening and learning through lived experience
Talking about inclusion only gets us so far. Understanding what it feels and looks like for neurodivergent colleagues makes the case for action clear.
22% say their offices have sensory relaxation spaces, but there are plenty more simple adjustments that can make a world of difference: creating quiet spaces, considering softer or adjustable lighting, and being aware of distracting or distressing background noise. For example, could a door that shuts with a bang be fitted with a soft closer?
Many neurodivergent people are reluctant to ask for adjustments, so do not underestimate the importance of asking what would help and listening to the answer. Taking time to understand a person’s experience and offering flexibility can help to reduce overwhelm and make them feel more comfortable.
Turning awareness into action
Just 29% have been offered training to support neurodivergent colleagues. This is disappointingly low and again highlights the gulf between awareness and action. Training helps every employee to better understand neurodiversity and recognise their role in creating a neuro-inclusive culture.
Just 25% believe their company has a culture that celebrates neurodiversity. This has to change. Neurodiversity Celebration Week (16-20 March 2026) is a great place to start, but it’s just one week: action is all day, every day, all year round!
Small steps, big change
The actions we’ve discussed are not grand, expensive gestures: they’re thoughtful adjustments that normalise inclusion and make work better for everyone.
And that’s the real power of moving from awareness to action. When we design workplaces that include neurodivergent people — valuing difference instead of demanding conformity — we build spaces that work for all kinds of minds.
It’s an invitation to start doing things differently, one action at a time.
Louise Storie is Head of Connect at The Donaldson Trust, The National Body for Neurodiversity.
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