Working with Neurodivergent Colleagues

6 min readNov 17, 2023

What is Neurodivergence

Divergence in mental or neurological function from what is considered typical. [1]

Neurodivergent is a nonmedical term that describes people whose brains develop or work differently for some reason. This means the person has different strengths and struggles from people whose brains develop or work more typically. While some people who are neurodivergent have medical conditions, it also happens to people where a medical condition or diagnosis hasn’t been identified. — Cleveland Clinic [2]

Many factors can affect neurological development and function. Which could cause neurodivergence. Some of these factors can be biological or environmental.

Neurodiversity describes the idea that people experience and interact with the world around them in many different ways; there is no one “right” way of thinking, learning, and behaving, and differences are not viewed as deficits. [3]

To be neurodiverse is to display or be characterized by neurologically atypical patterns of thought or behaviour. [1]

The neurodiverse spectrum is very wide, and it is estimated that 15–20% of the population is neurodiverse. This means that there are many different ways in which people can experience neurodiversity. [4] Based on the world’s population, that’s about 1,210,056,463 (1.2 billion) people [5]. That’s more than the estimated number of left-handed people on the planet.[6]

According to the definition provided by Harvard Health, neurodiversity is the array of ways in which people think, learn, respond, and process the world around them.

Markers of neurodivergence

Markers of neurodivergence are signs or characteristics that may indicate that a person is neurodivergent. They can vary widely from person to person, and some people may experience more markers than others. These markers can often be misinterpreted, especially in the workplace.

Here are some common markers of neurodivergence:

Social communication and interaction: Difficulty making eye contact, understanding social cues, or interacting with others in a socially acceptable way.
Sensory processing: Difficulty processing sensory information, such as loud noises, bright lights, or strong smells.
Attention and focus: Difficulty paying attention, sitting still, or completing tasks.
Learning: Difficulty learning in traditional ways, such as reading or writing.
Behaviour: Repetitive behaviours, such as fidgeting or rocking, or difficulty managing emotions.
Cognitive skills: Exceptional cognitive skills in certain areas, such as art, music, or mathematics.

It is important to note that these are just some markers of neurodivergence. Not everyone who is neurodivergent will experience all of these markers, and some people may experience other markers that are not listed here. Some of these markers can also be seen in people who are not neurodivergent. [7]

Why supporting neurodivergent people matters

The Social Model of Disability emphasizes that individuals have impairments, but they do not have disabilities.[8] Although neurodivergence itself is not considered a disability, this model recognizes that society often imposes unnecessary barriers and challenges for individuals who are atypical. As human beings, and especially in professions where empathy and accessibility are crucial, it is important to approach our interactions with consideration and create an inclusive environment where both ourselves and our colleagues can thrive and be productive.

There are many benefits to having an inclusive environment with neurodivergent people. Some of these benefits include:

User-centred designers can benefit greatly from working with neurodivergent individuals: [9] — [13]

Increased creativity and innovation: Neurodivergent people often bring unique perspectives and unconventional ways of thinking to the table, leading to innovative ideas and solutions that can push the boundaries of design.
Improved problem-solving: Neurodivergent individuals may approach problems from different angles, offering fresh insights and alternative approaches to problem-solving and decision-making, which can result in more effective solutions.
Enhanced teamwork and collaboration: When neurodivergent individuals feel included and valued within teams, they are more likely to contribute their diverse ideas and talents, fostering better teamwork, collaboration, and ultimately, superior outcomes.
Boosted morale and engagement: A supportive and inclusive environment that embraces neurodiversity can greatly enhance the well-being and engagement of user-centred designers. When people feel valued for their unique perspectives and abilities, they are more likely to be motivated, productive, and committed to their work.
A more diverse and equitable process: Embracing neurodiversity in teams promotes a more inclusive and equitable work process. It helps attract and retain top talent, enables better decision-making by incorporating a wider range of perspectives, and creates an environment where everyone can thrive and contribute their best work.

What are some ways we can support neurodivergent colleagues

To ensure an environment where everyone is supported and feels supported enough to be their best selves. Here are some accommodations we can make not just with neurodivergent colleagues but with all colleagues

Information presentation: People have different preferences when it comes to absorbing and processing information. To accommodate this, it is important to present information in flexible ways. Some individuals prefer long-form texts with a high level of detail, while others prefer short summaries, especially when the intricate details are not pertinent to their job performance. To implement this, provide accessible updates to your teams. When sharing documentation, provide both a condensed or summarized version and a detailed version so that people can choose how to digest the information. This allows them to select the format that best suits their needs. Additionally, be open to answering any clarifying questions that people may have regarding a presentation or documentation. This will ensure that everyone has a clear understanding of the information being shared.

Flexible scheduling: It’s tempting to look at a colleague’s calendar and schedule a meeting with a somewhat vague title, especially if they haven’t explicitly stated their availability. However, this can cause anxiety. To reduce stress and sensory overload, and to help neurodivergent individuals manage their time and energy, it’s important to ask for permission before booking time in someone’s calendar, provide more context for proposed meetings, and explore alternatives to meetings whenever possible.

Clear communication: Neurodivergent individuals may struggle with processing and comprehending unclear or ambiguous information. This can result in misunderstandings, frustration, and anxiety. To prevent this, it is important to avoid assuming that something is common knowledge when communicating. Additionally, when collaborating, it is beneficial to clearly express expectations to address any concerns and avoid ambiguity. Other methods to ensure clear communication include:

Avoiding the use of jargon or technical terms that may be unfamiliar to your colleagues.
Providing written instructions or visual aids whenever possible to enhance information presentation.
Allowing your colleagues sufficient time to process and respond to information.
Ask your colleagues if they have any questions or need clarification.

Checking in: Neurodivergent people sometimes display obsessive behaviours, hyperfocus, and perfectionism — which could translate to overworking. This can also manifest as a “reluctance” to ask for help or clarification. Making sure communication is clear, and assurances are provided can help neurodivergent people feel more at ease, especially in the workplace.

Be flexible and understanding, offering accommodations and support as needed: There’s a common saying that goes, “If you’ve met two neurodivergent people, you’ve met only two neurodivergent people.” Each individual is unique, and this applies even more so to neurodivergent individuals. If you notice that a colleague or teammate requires extra time to communicate or prefers a certain communication method, make an effort to accommodate them, especially if it doesn’t cost anything to you or the team. As designers and humans, we need to foster a culture of understanding and acceptance, even in the workplace.

Be kind and empathetic: A little empathy can go a long way. Not just with users but in the workplace.