Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
- Neurodivergent employees face hidden barriers like sensory overload and rigid policies, leading to disengagement and poor mental health.
- Dis-inclusion occurs when workplaces overlook the needs of neurodivergent individuals, hindering productivity and retention.
- Addressing dis-inclusion requires inclusive workspace design, flexible policies, and neurodiversity education to foster a supportive culture.
This article was written by Kelly Colón, founder of Eledex Coaching & Consulting, for Work Design Magazine.
When workplaces talk about inclusion, the focus often lands on what’s visible: hiring for diversity, anti-discrimination policies, and accessibility measures like ramps or ergonomic furniture. But what about the barriers you can’t see?
For neurodivergent employees, those with autism, ADHD, dyslexia, and other cognitive differences, the unseen obstacles are often the most challenging. These barriers aren’t deliberate acts of exclusion; they stem from traditional practices, unwritten rules, and unexamined systems designed for a neurotypical majority that fail to consider the diversity of human brains.
This is what we call dis-inclusion. Unlike blatant exclusion, which actively denies participation, dis-inclusion quietly thrives in environments designed for a neurotypical majority. It shows up in overstimulating office designs, rigid policies, and the assumption that everyone fits into the same mold.
The cost of this silent struggle? Lower productivity, poor mental health, and an exodus of talent that organizations desperately need and is directly connected to why 85% of college educated Autistic individuals are unemployed or underemployed today.
While these practices are often unintentional, their impact is significant, as dis-inclusion creates environments that hinder rather than help. Here’s how some of these hidden barriers take shape and what workplaces can do to address them.
The Hidden Costs of Overlooked Practices
Despite good intentions, many workplaces unintentionally exclude through outdated traditions and norms. These practices may seem harmless but create significant barriers for neurodivergent employees.
Let’s unpack what some of these traditional workplace decisions look like:
Open Office Layouts: Collaboration or Chaos?
Open office plans were intended to spark collaboration, but for neurodivergent employees, they’re more like sensory minefields. Fluorescent lights buzzing, constant chatter and unpredictable interruptions derail focus.
For those neurodivergent employees, this fosters a sense of dis-inclusion by highlighting their need for quiet or controlled environments is an afterthought, which leads employees to withdraw, become less productive, or even experience anxiety and even burnout.
Unwritten Rules: Conformity at a Cost
Every workplace has its unspoken norms: how to behave in meetings, how to dress, or how to network. For neurodivergent employees, these rules can feel like navigating a maze without a map.
When employees are expected to conform to unwritten rules, it sends the message that being different is unacceptable.
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Neurodivergent individuals may feel alienated or pressured to mask their traits, leading to emotional exhaustion and a loss of authenticity. Over time, this leads to emotional exhaustion and a reluctance to fully engage with workplace culture.
Rigid Policies That Ignore Individuality
Traditional “one-size-fits-all” policies like fixed work hours, mandatory in-office attendance, or standardized inflexible workflows prioritize uniformity over adaptability. These traditional expectations can stifle the creativity and problem-solving abilities neurodivergent employees bring to the table.
Expecting every brain to operate the same way is like asking a jazz musician to play sheet music without improvisation, it misses the point entirely.
Neurodivergent employees often thrive under different conditions, whether it’s starting their day earlier to avoid a stressful commute or relying on asynchronous communication to process information at their own pace.
The cost of this misalignment is measurable.
Dis-inclusion drags down engagement, leaving employees feeling undervalued and uninspired. Over time, this disengagement snowballs into what some might now label “quiet quitting,” though for neurodivergent individuals, it’s often less of a choice and more of a survival mechanism.
When the workplace feels like an uphill battle, the instinct to do the bare minimum to get by isn’t laziness, it’s a sign the environment is failing them.
Sensory Overload in Everyday Spaces
Many workplaces overlook the sensory experience of their employees. Bright lights, noisy HVAC systems, or even overly fragrant cleaning supplies can create significant discomfort for those with sensory sensitivities.
As a result, neurodivergent employees feel physically unwelcome or unable to function in the space and can lead to chronic stress, reduced productivity and a decline in mental health.
Breaking the Cycle of Dis-Inclusion
Addressing these hidden barriers doesn’t require a complete overhaul. Instead, it’s about taking intentional steps to create an environment where everyone can thrive and making thoughtful choices that prioritize diverse human needs.
Employers can focus on three critical areas: physical workspace design, workplace culture, and inclusive programs and policies.
Rethinking the Physical Workspace
The design of the workplace has a profound impact on all employees’ ability to focus and feel comfortable. Simple changes can make a big difference:
- Design for Sensory Needs: Incorporate quiet zones for focused work, acoustics that minimize disruptive noise, and adjustable lighting to create a more accommodating environment.
- Create Flexible Spaces: Use modular workstations and movable furniture to let employees tailor their environment to their needs.
- Adopt Sensory-Friendly Practices: Introduce scent-free policies, minimize visual clutter, and provide dedicated relaxation spaces.
Building an Inclusive Culture
Workplace culture plays an equally important role in fostering inclusion. Organizations must prioritize empathy and understanding:
- Educate Teams on Neurodiversity: Offer training to help employees and managers understand neurodivergence and foster empathy.
- Encourage Diverse Communication Styles: Provide options for participation beyond speaking in meetings, such as written feedback or asynchronous brainstorming.
- Foster Psychological Safety: Build a culture where employees feel comfortable sharing their needs without fear of stigma or judgment.
Implementing Inclusive Programs and Policies
Beyond the physical environment, policies must reflect the same level of intentionality and care. Providing training on neurodiversity for managers and teams can help eliminate misunderstandings and foster a culture of acceptance.
These programs and policies should reflect a commitment to flexibility and support. Consider the following:
- Flexible Work Arrangements: Allow for alternative schedules, remote work options, and compressed workweeks.
- Structured Onboarding: Provide clear, accessible training materials and step-by-step guidance for new employees.
- Mentorship Opportunities: Pair neurodivergent employees with mentors who understand their unique strengths and challenges.
- Simplified Accommodation Processes: Make requesting accommodations confidential, quick, and stigma-free.
- Neurodiversity ERGs (Employee Resource Groups): Create spaces for neurodivergent employees to connect and advocate for change.
- Inclusive Performance Reviews: Focus on measurable contributions and strengths instead of subjective traits like “charisma” or “team player.”
Dis-inclusion is the quiet thief of workplace potential, draining productivity, mental health, and retention without most organizations even realizing it.
But the good news is that the antidote is within reach. By shifting our focus to intentional inclusion; through design, policies, and culture, we can unlock the immense value that neurodivergent employees bring to the table.
Visibility, after all, isn’t just about being seen; it’s about being understood and embraced for who you are. And when workplaces champion this kind of authentic inclusion, everyone benefits.
The cost of being invisible is too high; for individuals, for teams, and for the future of work.
