Navigating the workplace as a neurodivergent person

Navigating the job hunt and a new workplace is challenging. Being neurodivergent often makes it even trickier. The parts people find more difficult will vary depending on their condition. But whatever elements you struggle with, there are ways to make things easier.

Employers in the UK have a legal obligation to make reasonable adjustments for workers with disabilities or physical or mental health conditions. Whether you identify as disabled or not, your neurodiversity still likely meets the legal definition of a disability, which means you're entitled to support. The Equality Act 2010 names “autistic spectrum disorders (ASD), dyslexia and dyspraxia” as examples, but the act applies to a wider range. So, employers must adapt to help you do your job – and that obligation begins at the recruitment stage.

This guide contains advice on how to overcome a variety of challenges related to neurodiversity at work. We've partnered with leading law firm Ashurst to bring you top tips and advice for starting your career journey as a neurodivergent person.

Jump to advice on:

• The application process
• Navigating the workplace
• Advocating for yourself at work

It’s up to you if and when you tell a potential employer that you’re neurodivergent. But the quicker an employer knows, the sooner they’ll be able to make any necessary adjustments.

The best time to tell them an employer is right at the beginning – alongside your initial contact with them. That way, all candidates (including you) will have a fair experience throughout the application and assessment process. If an employer knows from the start, they’ll make adjustments for the first stage. If you get through, they’ll discuss adjustments for every stage after.

Look out for:

• A statement on the job description asking candidates to get in touch if they need any adjustments in the application process.
• Information somewhere within the application about who candidates should contact if they’ve got any concerns over ethical or conduct issues. While you don’t want an application to have these problems, the transparent contact information is still a good sign that the employer holds itself accountable and cares about its culture.
• Words and phrases like ‘culturally diverse’, ‘encourage applications from underrepresented groups’, ‘equality’ and ‘adjustments’ appearing in the job ad.

Every employer must make reasonable adjustments. But the points listed above show that the employer is openly welcoming applications from neurodivergent individuals – and that includes you.

You’ve smashed the application process and got the job. Congrats! You've done the first tricky part, but there’ll still be challenges ahead.

Doing the following things will make settling in that little bit easier:

If you’re in a large organisation, look for an employee network group to build community. Sometimes, these will be called employee resource groups (or ERGs, for short). Think of them like uni societies – groups where your main goal is to discuss shared experiences and advocate for each other.

You can join as many ERGs as you like to represent all the parts of you that you'd like to share and connect with others about. For example, there may be groups for LGBTQ+ employees or certain cultures that you can also be a part of.

If you don’t have an employee network group, try setting one up! There will likely be others in your shoes who would appreciate the sense of community.

You can also look for groups outside your workplace. Perhaps there’s a local meet-up for neurodiverse professionals that’ll give you a sense of belonging.

Most workplaces assign newbies with a buddy or mentor. If yours doesn’t, ask for one. A buddy will explain the unwritten rules of the workplace.

Effective working isn’t just about the tasks you’ll perform. It’s also the moments in between, such as etiquette, socialising and networking. Many neurodivergent people are great observers of others' behaviour and use those skills to watch and learn how to do things. Others might find reading social cues harder. Whether understanding others is a skill or a struggle, it’s always worth getting a buddy. They’ll help you crack the workplace code and tell you the no-nos you won’t find in your employee handbook.

A growth mindset is the belief that your skills will grow over time. While some things won’t change, you’ll find more workarounds that suit you as time goes on.

When you start a new job, it’s easy to get disheartened if things are difficult. But most things get better with practice. Be kind to yourself and remember that you’re learning. Things will be more familiar soon.

A great way to celebrate your growth is to keep an email folder – let’s call it a ‘me folder’. Every time people send you praise or positive feedback, put it in your ‘me folder’. It’ll fill up quicker than you think. Checking into this folder is a good resource if rejection-sensitive dysphoria strikes or you feel dysregulated. Plus, it’s great evidence of everything you’ve achieved if you go for a promotion.

So, you’ve got a job and you’ve settled in. Amazing. To thrive, however, you need to keep advocating for yourself. We get that it’s tiring to remind people of the support you need, but your colleagues won’t know there’s an issue if you don’t tell them about it. Plus, self-reflection will help you push further ahead.

The key things you need to do to advocate for yourself in the workplace are:

As a neurodivergent person, you’ve probably got lots of experience operating outside of your comfort zone. After all, so much of the world is built for neurotypical people. Although employers say they’re looking for “someone who loves a challenging environment”, they don’t want you to struggle through each day.

A better scenario is one where you co-create conditions with your employer that let you be yourself. They’ll get better work out of you, and you’ll be more comfortable. Everyone’s a winner.

To improve your work environment, take time to think. Ask yourself:

• What do I need?
• What would make me more productive?
• What do my manager or colleagues need to know about me so they can adapt?

Perhaps accommodations that worked well at school, college or university will help here. Once you’ve figured out what you need, communicate these reflections with your manager and your team. Can’t figure out exactly what will help? Don’t worry. It’s not on you to fix everything. If you tell your manager about the things you find hard because of your neurodiversity, you’ll find a solution together. Sometimes, they’ll have ideas you haven’t even thought of!

Understanding leads to confidence and self-advocacy. However, if you've never been in a situation before, you won't know how you’ll handle it. Setting up time to regularly reflect on new challenges is vital. It adds to your picture of yourself.

Regular reviews on your own, with a coach, counsellor or mentor or with your manager will help you better understand yourself – and identify the tweaks others can make to improve their support.

Reflecting on how you’re doing also helps you evaluate your progress. But remember that progress isn’t always linear. It’s OK to find things harder sometimes. The key is to understand where you’re at and keep advocating for the adjustments you need – especially if they change.

Being neurodivergent can make applying for jobs and settling in at work daunting. But it’s perfectly possible to have a successful career whatever your neurodiversity.

Employers must make reasonable adjustments to recruitment processes and workplaces to suit neurodivergent candidates and employees. A lot of the time, employers will be happy to do it – legal obligation or not. After all, they want you to do your best work.

By disclosing your neurodiversity when you apply for a job, an employer can adjust things from the get-go. If the application process goes well, it’s a good sign that the accommodations will continue once you start at work.

If you follow our tips for navigating the workplace and self-advocacy, you’re setting yourself up for success. While every neurodiversity is different, knowing your rights and understanding what you need is a great place to start.