Creating a Neurodiverse-Friendly Workplace: A Win for Everyone
Companies that embrace neurodiversity in the workplace gain multiple benefits. More and more businesses are recognising the value of inclusivity.
"There is growing interest in how workplaces can become more inclusive, which is a positive development," says Annika Petersson, Head of Project Sales at AJ Products HQ in Sweden.
Understanding Neurodiversity in the Workplace
Neurodiversity refers to natural variations in how people think, learn and process information. This includes conditions such as ADHD, autism, Tourette’s syndrome, and differences in communication and sensory processing. In Ireland, one in 10 adults identifies as neurodivergent.
"It's important to emphasise that neurodiversity has nothing to do with intelligence. It simply means experiencing the world differently - not in a better or worse way," says Jenny Kindgren, behavioral scientist and training manager at Riksförbundet Attention.
"It's important to emphasise that neurodiversity has nothing to do with intelligence. It simply means experiencing the world differently - not in a better or worse way," says Jenny Kindgren, behavioral scientist and training manager at Riksförbundet Attention.
Noticing Details Others Might Miss
These differences can also be strengths. Neurodivergent colleagues at work can often bring unique problem-solving approaches, seeing details and solutions that others might overlook. Many people have deep interests and the ability to hyperfocus, allowing them to work with exceptional dedication on specific tasks. Beyond that, having a diverse team with a wide range of skills, perspectives and ways of thinking is a huge asset to any workplace.
" Teams that consist of people with different characteristics, persepctives and backgrounds tend to perform better than those where everyone thinks alike. Neurodivergent employees can bring fresh ideas, challenge outdated ways of working and introduce new ways of thinking. A unique approach can help to create a more balanced, dynamic, and innovative workplace.
In 2024, the AJ Products team in Halmstad, partnered with the Swedish Association of Attention to help make workplaces more inclusive. At AJ Products, our goal is to create work environments where everyone can thrive and reach their full potential. Our range includes solutions designed to support a more accessible and adaptable workplace for neurodivergent employees.
" We’ve made it a priority to deepen our understanding of neurodiversity so we can offer solutions that make working life easier and more inclusive. It’s encouraging to see the growing interest in making workplaces more accessible," says Annika Petersson, Head of Project Sales Office at AJ Products.
Explore Our Neurodiverse-Friendly Products
" We’ve made it a priority to deepen our understanding of neurodiversity so we can offer solutions that make working life easier and more inclusive. It’s encouraging to see the growing interest in making workplaces more accessible," says Annika Petersson, Head of Project Sales Office at AJ Products.
Explore Our Neurodiverse-Friendly Products
Why Workplaces Need to Be Inclusive
Awareness of neurodiversity has grown in recent years, and many businesses are eager to learn more. Jenny Kindgren has seen a strong commitment from companies looking to create more inclusive and supportive workplaces.
"I believe we’re experiencing a paradigm shift,” says Jenny Kindgren. “What’s driving this change is that many young adults entering the workforce are open about their neurodiversity diagnoses, something that wasn’t as common before.
This shift also means employers will face rising expectations. New employees, accustomed to support and adjustments during their education, expect the same level of understanding and accommodation in their workplace.
While progress has been made, much more is still needed. Jenny Kindgren compares it to how, over the past few decades, workplaces have become better equipped for employees with mobility disabilities; elevators, ramps and accessible restrooms. However, similar advancements in neurodiversity adaptations are still lacking.
“Because some neurodivergent differences are invisible, many people don't realise that the same strong support for making adjustments exists,” says Jenny Kindgren. “Employers need to be more proactive. If you want to be an attractive employer, investing in an inclusive work environment shows that you care about your employees.”
How Can We Create a Neurodiverse-Friendly Workspace?
“Many neurodivergent individuals find it challenging to filter sensory stimuli and can be particularly sensitive to certain sounds,” explains Jenny Kindgren. “To help, it’s a good idea to ‘soundproof’ the workplace. This can be achieved by using soundproofing materials, sound absorbers, curtains and upholstered furniture. Ensure that surfaces on desks and workstations are designed to minimise noise. Noise-reducing headphones can also be a helpful tool.”
A well-organised and structured work environment, where everything has its designated place, can be incredibly helpful. One effective approach is to use text or images to label cabinets and storage spaces, making it easier to find and organise items.
Lighting is another crucial consideration. For some neurodivergent people, bright spotlights or fluorescent lighting can be overwhelming. Dimmable lamps can help reduce harsh lighting and create a more comfortable work atmosphere.
“It’s also a good idea to create distinct areas within the workplace,” suggests Jenny Kindgren. “For example, quiet zones for privacy and zones that stimulate creativity. Additionally, incorporating recovery areas with sound-absorbing furniture, like high-backed sofas and partitioned walls, allows employees to take breaks and recharge.”
The Benefits of Neurodiverse Adaptations for All Employees
Dopamine plays a key role in concentration and focus and one effective way to boost dopamine levels is through movement and physical activity.
“Create environments that encourage movement,” suggests Jenny Kindgren. “This can include active seating options like stools, balance balls, saddle chairs and height-adjustable desks. For even more flexibility, there are treadmills that allow you to walk while you work. Smaller-scale activities, such as stress balls and fidget spinners, can also be helpful.”
Jenny Kindgren views adapting workplaces for neurodiversity as just one piece of a larger puzzle. The positive effects, she believes, will ripple throughout the entire organisation.
“It’s important to remember that by making these changes, we’re not just supporting neurodivergent individuals, but the entire team,” says Jenny Kindgren. “There’s always someone in the workplace who experiences stress and stress can cause symptoms similar to neurodivergent conditions. A calm and supportive environment benefits everyone, whether neurotypical or neurodivergent.”
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Tips to Make Your Workplace More Neurodivergent-Friendly
- Soundproofing: Reduce disruptive noise by installing acoustic panels and furnishing with sound-absorbing materials such as upholstered seating, carpets and curtains.
- Adjustable lighting: Use dimmable lighting and provide individually adjusted light sources to minimise visual overstimulation.
- Separate workspaces: Create quiet focus rooms where employees can work privately without distractions.
- Screens: Install partition walls and desk screens to reduce visual disturbances and support focus, especially in open-plan offices.
- Flexible workspaces: Let employees choose where to work based on their preferences and the nature of their tasks.
- Regular breaks: Encourage short, regular breaks to prevent overstimulation and improve focus.
- Sensory aids: Provide access to sensory tools such as stress balls or fidget items that support focus through self-regulation ("stimming").
- Structured work environment: Maintain clear routines and communicate them in writing to support planning and reduce unexpected changes.
- Active seating: Offer alternatives like balance balls, saddle chairs or desk bikes to promote movement and reduce restlessness during desk work.
- Training and awareness: Educate all staff on neurodivergence and the importance of inclusion and reasonable adjustments.
Making these changes helps create a more inclusive and supportive environment for all employees, whether or not they have a neurodivergent diagnosis.
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