For lots of neurodivergent people, working in an office presents a unique set of challenges. Things that seem minor to others can be significant barriers to focus, efficiency and wellbeing. These can have a serious effect on both comfort and productivity. Luckily there are lots of things businesses can do to help neurodivergent people thrive.

Craig Fenn, a Senior Consultant here at Pure, and Dave Richardson, a Software Engineering Manager, both have children who aren’t neurotypical. They sat down together to discuss what the working environment looks like for neurodivergent employees, and how businesses can make things easier for them. 

What's neurodiversity?

Neurodiversity refers to natural variations in human brain functioning, and the different ways people think, learn and process information.  

It includes conditions like autism, ADHD, dyslexia and dyspraxia. But it recognises that these are part of the normal spectrum of cognitive differences – not deficits or disorders. Neurodiversity means respecting neurological differences, recognising their value and supporting diverse ways of thinking. 

What challenges do neurodivergent employees face?

With meetings, open-plan layouts and a constant hum of conversation, office life can be noisy and unpredictable. This can be overwhelming for neurodivergent employees.  

‘Open-plan offices are designed to promote collaboration,’ Dave tells Craig. ‘But they do so at the expense of our ability to focus. The sound of multiple overlapping conversations, mixed with someone loudly taking a call at their desk, can be distracting for anyone. But for people with sensory differences, the impact can be much greater. This results in increased stress and fatigue.’  

Fluorescent office lighting is often problematic for people with sensory sensitivities too. Harsh lights can trigger migraines or create visual distortions, making it hard to focus on screens or paperwork.  

Organisational expectations – like sticking to strict schedules, spontaneous meetings or managing multiple projects – can also be challenging. For example, some people with ADHD struggle to focus on one task, especially if priorities are frequently changing. So basic office tasks often require a lot more energy.  

All of this can be very stressful for neurodivergent people. It can also lead to less productivity and more anxiety, leaving employees mentally drained. That makes it harder to bring out their true potential at work.

Why is it important to embrace neurodiversity at work?

Neurodivergent employees have lots of strengths that can add value to teams, workplaces or communities. These include creative problem-solving, outside-the-box thinking, and different perspectives on tasks and projects. With just a few adjustments to the work environment and the right support, you can make the most of these unique attributes.

Tips to make a more comfortable workplace for neurodivergent employees

Create flexible workspaces

Quieter spaces or private rooms where employees can escape the noise of an open-plan office can be really helpful. Noise-cancelling headphones can also make a big difference for people who struggle with auditory distractions.  

‘Even better is to reduce the source of noise,’ Dave tells Craig. ‘Set the expectation that meetings and calls should happen in dedicated spaces. And that social chit-chat might be better in a kitchen area, rather than in a place where people are trying to focus.’ 

Think about your environment

Dimmer switches, natural light or desk lamps with softer lighting can reduce the impact of harsh artificial bulbs. Scents and visuals in the office can also cause issues. So try to limit strong perfumes and cluttered spaces. 

‘Of course, sensory sensitivities differ from person to person,’ Dave says. ‘The best option is for team members to have control over their own environment. The more you can help your high-sensitivity colleagues create an environment that works for them, the better. They’re the experts on their own needs.’  

You could also offer standing or sit-stand desks. These can help those with sensory processing differences feel more comfortable as they can regularly shift their posture. Standing also engages the body and can prevent restlessness, making it easier to focus.

Offer remote-working options

Working from home can give employees greater control over their workspaces. ‘Work with individuals to identify the challenges of the working environment and agree strategies to reduce their impact,’ Dave says. ‘Of course, the simplest and most obvious way to achieve this is often to work remotely. People typically have the most control over their own home.’ 

He adds a note of caution though. ‘Working from home shouldn’t be a universal solution. For example, having babies at home can render even the calmest house difficult to work in.’ 

Bring in flexible working hours

Traditional 9-to-5 working days might not be ideal for some neurodivergent employees. Flexible hours mean they can work during their most productive times, and take a break when things aren’t so good.  

Dave explains what this looked like in his workplace for a team member with ADHD. ‘They managed their ADHD with medication. The medication schedule meant there were times of day when they could better focus during meetings. We adjusted our timetable of regular meetings to fit, so they were best able to contribute. It really wasn’t a big deal – but it made it a lot easier for that team member to fully participate.’ 

Sitting still for long periods can also be challenging for people with ADHD or similar conditions. Encourage them to take regular breaks to maintain their focus and energy.

Communicate clearly and set expectations

Of course, all employees benefit from clear, detailed instructions. But that’s particularly true of neurodivergent employees.  

Avoid making last-minute changes if possible, and give them lots of notice for meetings and deadlines. Written summaries of meetings or tasks can be helpful too. 

How can leaders help?

As a leader, you set the standard for your teams. A supportive culture at work is vital – one where all employees feel comfortable sharing their needs.  

‘It’s vital that you respect and accept the people in your team, and expect the same from them,’ Dave tells Craig. ‘You can then establish an environment where people feel safe talking about their differences. If you’re flexible and adapt to the needs of the individuals in your team, you’ll show them they’re valued.’ 

Regular check-ins and an open-door policy are vital when it comes to making your neurodivergent employees feel heard and supported. ‘Find out how they’re feeling about work and the people they work with,’ Dave says. ‘Get into specifics – do they find written communication better than oral, for example? Do they thrive on routine, or need something less rigid? Do they need rules and processes, or find them a hindrance?’   

Dave also points out that leaders might have to make difficult decisions to be successful in this area. ‘Look for compromises that enable people with less flexibility to succeed. For example, if two people prefer ad-hoc conversations at all times of day, but a third finds this breaks their focus and cripples their productivity, don’t side with the majority. You have to be open to doing things in a way that works for the whole team.’ 

The good news is that you don’t need to be an expert in neurodiversity to make a difference as a leader. ‘Start from the position that each of your team has different needs and can contribute in their own way,’ Dave says. ‘That’s a great basis to build on.’  

Creating a better workplace for all