1 In 3 Neurodivergent Workers Worry They’ll Be Fired, Per Research

Over 50% of the population is expected to be diagnosed with a mental health disorder in their lifetime. One-third of Americans say work is adversely impacting their mental health, and 80% say they feel stress at work. The incidences of burnout have risen from 43% in 2022 to 62% in 2023. Across the board, 78% of workers don’t think their employer is doing enough to address their mental wellness at work (up 3% from 2023). And a new report from EduBirdie finds that the workplace remains an especially challenging culture for neurodivergent workers.

New Research On Neurodivergent Workers

EduBirdie surveyed 2,000 people between the ages of 20 to 40 with neurodivergent conditions (autism, ADHD, dyslexia, dysgraphia, dyspraxia, Tourette’s syndrome, mental health disorders and others) to understand how these conditions have affect their professional lives. Results reveal alarming struggles of neurodivergent workers. The main findings include:

• One in three neurodivergent workers worry they’ll be fired if they share their condition.
• One in four have experienced bullying or harassment in the workplace.
• 75% feel that hiring processes are biased—either they’re overlooked because of their condition or hired merely to meet inclusivity quotas.
• Half choose not to disclose their neurodivergence during job interviews, worried it will hurt their chances.
• 42% only reveal their condition when necessary, and 91% mask their symptoms at work, even after getting the job.
• Over half of neurodivergent workers have faced mistreatment.
• 55% feel unsupported at work, while 40% say their condition impacts their salary and finances.
• 69% struggle with impostor syndrome, fearing they’re seen as “diversity hires” instead of being recognized for their skills.
• Yet, 82% of neurodivergent workers believe their condition enhances their abilities, such as attention to detail, strong visual thinking, better memory, and creativity.

“According to 35% of neurodivergent employees, managers and HR teams need more training to foster true inclusivity,” comments Avery Morgan, workplace productivity expert and chief communications officer at EduBirdie. “Flexibility also plays a key role, with 31% stating that remote and flexible work arrangements significantly improve their productivity.”

How To Advocate For Neurodivergent Workers

Morgan shared with me four tips for employers on how to advocate for greater inclusivity for neurodivergent workers.

1. Provide flexible work arrangements. “Accommodations such as flexible hours, remote work options, or quiet spaces aren’t just perks—they can be essential for neurodivergent employees to perform at their best,” Morgan professes. “These adjustments help individuals manage sensory sensitivities, fluctuating energy levels, or concentration needs. Employers should also provide autonomy over work environments to allow for adaptations that suit individual preferences, such as noise-canceling headphones or alternative communication methods.”
2. Recognize unique strengths. Morgan urges employers to recognize that supporting neurodivergent employees isn’t about making exceptions—it’s about tapping into valuable, often overlooked skills. “Neurodivergent workers can bring strengths like attention to detail, creative problem-solving or superior memory to the workplace,” she points out. “That’s why interview processes should prioritize practical skills assessments over traditional formats, and career development should focus on employees’ strengths by offering tailored growth opportunities.”
3. Encourage open and honest dialogue. Many neurodivergent employees hesitate to disclose their condition due to stigma or fear of negative consequences, according to Morgan. “Creating a culture where discussing neurodiversity is not only accepted but encouraged can significantly reduce this anxiety,” she insists. “Employers can promote openness by establishing clear anti-bullying policies, offering mental health resources and providing training to foster an atmosphere of respect and support.”
4. Cultivate an inclusive workplace culture. Morgan underscores that social aspects like team lunches or small talk can be draining for neurodivergent employees. She suggests that instead of relying on unwritten norms, make workplace expectations explicit and inclusive. “Offer alternative team bonding activities and train managers and staff on neurodiversity awareness to better understand and accommodate different communication styles,” she concludes.

A Final Takeaway On Neurodivergent Workers

“While there may be times when working with various conditions feels like a disadvantage, I am reminded of Apple’s iconic ‘Think Different’ campaign, which embraced creativity and non-conformity,” Morgan says. “It encouraged people not just to think differently but to embrace being different. Shouldn’t this still be the motto?”

The finding that 82% of neurodivergent workers believe their condition enhances their abilities—such as attention to detail, strong visual thinking, better memory and creativity—underscores the importance of their contributions. “Every manager aims to assemble teams with a unique combination of skills and talents, and inclusivity is essential to building a winning team,” Morgan concludes. “In the right environment, and with the right support, being different is not a barrier to success.”