Written in collaboration with Mary Carey, a member of The Blog team.
Neurodiversity advocacy is fundamentally about recognising and celebrating different ways of thinking, learning, and working. As workplaces evolve, fostering environments where neurodivergent employees can thrive is increasingly critical. What it takes to make this happen is a strategy of awareness, advocacy, and action (let’s call this ‘going for the Triple A’).
Did you know that, according to multiple research sources, an estimated 15% to 20% of the world’s population shows signs of neurodivergence? This highlights the simple truth that not every brain works the same way.
Imagine you’re Alex, a diligent software developer with dyslexia. Alex’s talent for problem-solving and creativity shines in her coding work, but in her company, the lack of awareness, her hesitancy to speak up because of the culture, and therefore the lack of accommodation for her needs, creates unnecessary challenges. For instance, Alex struggles with reading dense technical documentation because her company doesn’t have speech-to-text software or audiobooks.
Alex sometimes thinks of her dyslexia as a plus, as the unique way her brain works enables her to visualise complex systems internally, and she can translate these “mental blueprints” into code. However, she can sometimes feel overwhelmed when given several instructions at once, and organisation and time management can be a challenge (getting her ideas on paper, remembering dates). All of this can cause her stress and drain her energy.
We purposely picked this fictional example because the profile of a software developer is one that is in high demand in Luxembourg (and beyond). The company needs Alex. But does it make sense for such an exceptional profile to not have the right tools? Isn’t there a strong business case to make sure Alex gets the access she needs?
This situation highlights the importance of empowering neurodivergent employees with the right resources to excel. Awareness of the challenges that exist, advocacy to speak up about what is needed, and access can make all the difference. Companies are heavily investing and already implementing AI solutions to make the workforce more efficient and productive, so why not make things more accessible and efficient for everyone in as much as we can, including neurodivergent people (and we could include physical ability diversity as well, but we’ll stick to our one topic today)?
It’s more than just attracting the right profiles. Companies can unlock the potential of not only people like Alex who already are skilled but pave the way for potential budding talents. Accessibility is a plus, enriching and expanding the talent pool.
That’s what we’ll be discussing in this blog: how, by creating inclusive cultures and implementing thoughtful strategies, organisations can unlock the potential of diverse talent while promoting innovation and collaboration.
‘We’ll know we are successful when—among other things—we are intuitively considering disability and accessibility in every business and people decision we make, all the way from product and service development through to continuing to foster an environment that supports people with disabilities in reaching their full potential,’ said Leandro Camilo, PwC’s Global Disability Inclusion Leader, Partner and I&D Leader at PwC Brazil, quoted in ‘Awareness, Advocacy and Action, Our journey towards Digital Accessibility’.
Not all great minds think alike
Neurodiversity refers to the concept that neurological differences are both natural and valuable variations of the human brain, often influenced by genetics and environmental factors. These differences encompass conditions such as autism, attention-deficit/hyperactivity disorder (ADHD), dyslexia, and other cognitive variations that influence how individuals perceive, process, and interact with the world.
Embracing neurodiversity challenges traditional notions of what constitutes ‘normal’ and encourages society to view these variations as strengths rather than deficits. By acknowledging that every mind operates uniquely, neurodiversity promotes a broader understanding of human potential and advocates for inclusive practices in both social and professional spaces.
Challenges reported by ND people
Strengths reported by neurodivergent people
Source: https://www.berkshirehealthcare.nhs.uk
Addressing misunderstandings and building awareness
One of the most common challenges in neurodiversity advocacy is dispelling misconceptions about intellectual capacity and work styles.
In a very good article that we highly recommend if you want to know more, ‘Neurodiversity at work: under the corporate radar’, this phenomenon of employees choosing to remain incognito is blamed on the fact that since neurodivergence is often ignored or misunderstood, neurodivergent people will try to hide their particularities. It’s a fact that many neurodivergent people decide to keep this information to themselves in the workplace for fear of repercussions or because they see it as a vulnerability in their career path. This is due to the fear of being stigmatised or receiving a negative response to a request for specific accommodations or tools for accessibility, often turning a regular workday into a struggle.
“An individual who has to hide parts of their lives at work is highly exposed to psycho-social risks. Unable to be themselves, they have a higher mental load (described as the “cost of thinking twice”) often accompanied by intense stress, that can lead to burnout or resignation. Indeed, in the UK, 45% of autistic people quit or lost their jobs due to the struggles that they encountered as neurodivergent workers. (UK National Autistic Society)
Well-being at work is reportedly quite low among neurodivergent people. Professional environments that don’t offer any accommodations can cause difficulties and even sufferings at work: concentration issues, inability to ask for help, set boundaries, or organise tasks. Issues vary depending on the person. Open office spaces are the perfect example of a badly adapted environment that does not favour the potential of neurodivergent people: there is no intimacy and many sensory disturbances (auditive, visual, motor).”
Offices can be noisy environments with fluorescent lighting and, as pointed out in the article, open-space environments aren’t always the most welcoming. The adjustment—such as noise-cancelling headphones, a standing desk, a quiet place away from the hustle and bustle, or more regular breaks during the day—might be small but immensely helpful if a person is having trouble with concentration.
Other employees might require special glasses, for instance, that can help reduce headaches depending on their condition. What we want to point out is that they shouldn’t be afraid to ask their employers for what they need. And they often are. This is where, once again, awareness comes in, and the tone must start from the top and be embedded in the company’s culture.
While neurodiverse individuals such as those with ADHD, dyslexia, autism, or dyscalculia, may face unique challenges, they often have normal or above-average intelligence and can excel in their roles if provided with appropriate accommodations. Key is to make the best of their strengths and support with their challenges as well as to recognise that different individuals may excel in different areas.
Awareness is the foundation of inclusion. When employees feel safe and supported in openly discussing their needs, organisations can cultivate understanding and find collaborative solutions. For instance, someone with dyslexia might benefit from using tools like audiobooks or speech-to-text software, while accommodations like logical spelling or screen adjustments can make tasks more manageable.
There are many small and reasonable adjustments that could make a neurodivergent person’s workday less stressful and challenging. It’s also important to remember that people often experience neurodivergence differently. This means that the strengths and challenges that come with a condition, or different conditions, won’t be the same for everyone. There is no one-size-fits-all.
Advancing inclusion through leadership and technology
Leadership plays a pivotal role in fostering neuroinclusive workplaces. Inclusive leaders understand their teams’ diverse working styles, create supportive environments, and leverage the unique strengths of neurodivergent employees. Adjustments such as flexible work tools, adjusted workflows, and tailored communication methods can empower neurodiverse talent to perform at their best.
Technology has a lot to offer in terms of accessibility. Technological advancements offer powerful solutions for neurodiverse employees. Tools like AI-powered proofreaders, organisation apps, and speech-to-text software can ease challenges related to attention, organisation, and detail orientation. These innovations not only support individual performance but also contribute to creating a more productive and inclusive corporate culture. We recommend this excellent article, A day in the life: exploring the human side of digital accessibility, written to mark the 14th Global Accessibility Awareness Day (GAAD)
There’s a clear business case for neuroinclusion. Promoting neurodiversity in the workplace isn’t just an ethical imperative—it’s a sound business strategy. Companies that invest in inclusive environments are more likely to retain skilled talent, foster employee satisfaction, and drive innovation. Matching employees to roles that align with their strengths ensures that they can contribute most effectively to organisational goals. An inclusive workplace is one where individuals thrive, enhancing overall productivity.
Creating a truly neuroinclusive workplace goes beyond policy; it requires a cultural shift toward openness and non-judgment. By leveraging tools, fostering awareness, and focusing on strengths, businesses can create an environment that supports everyone. And who doesn’t want that?
Making the world of work more accessible
Leandro Camilo asked two of PwC’s leading accessibility specialists, Denise Wood and Lisette Arocha, to provide some actionable, practical recommendations for how we can all enhance digital accessibility through our day-to-day work. You’ll be surprised by how some small tweaks to how you work and communicate can have such a powerful impact on accessibility and inclusion.
Ten practical ways you can promote digital accessibility and inclusion every day
1. Embrace visual descriptions
Click here to expand or collapse for more detailsYou can reinforce a culture of inclusion by providing a visual description of yourself and your background during meeting introductions. Visual descriptions are also an opportunity for the speaker to introduce points about themselves, which can include physical characteristics and how they identify (for example, race and gender amongst many other aspects of themselves).
Visual descriptions help include people who are blind or have low vision, as well as those participating in a meeting without a screen, for example, people driving. When a presenter or meeting participant offers a visual description of themselves, it paints a picture for the audience and offers an additional way to connect, relate, and understand their perspectives.
2. Make alt text part of your everyday
Click here to expand or collapse for more detailsHere’s something of which you may not be aware: alternative text (or alt text) can be used to describe all visual items such as images, charts, tables, banners or logos on websites, apps, social media and within the documents that we produce. Without it, people who use screen readers miss out on visual content.
Using alt text wherever possible is a simple way to make your communication more digitally accessible. For example, when adding a photo to social media posts, simply click on “edit” and select the option to provide alt text. A top tip is to make sure the alt text you include is meaningful and accurately describes the relevant images you’re using or posting.
3. Be intentional with your hashtags
Click here to expand or collapse for more detailsWith over five billion active users globally, social media platforms have become powerful tools for communication and commerce. One of the easiest ways to make social media more accessible is to amend the style of hashtag you use or proper grammar and capitalisation, which makes them easier to read.
Let’s take an example, to make #globalaccessibilityawarenessday more accessible write it as #GlobalAccessibilityAwarenessDay.
With the letters of all words running together, the hashtag typically can’t be read out by a screen reader. It’ll also be difficult to read for people with dyslexia and people for whom their first language isn’t the same as the hashtag. Simply capitalising the first letters of each word makes the text of a hashtag much easier to read.
4. Consider colour contrast
Click here to expand or collapse for more detailsDid you know colour blindness affects one in 12 men and one in 200 women globally? So, to be accessible, it’s best to avoid conveying meaning solely through colours—for example, by adding text labels or shapes to colour-coded charts.
It’s also wise to make sure that specific colours, such as red and green, don’t appear next to each other, because they’re harder to distinguish. Considerate use of colour can make a big difference.
5. Make the right link with hyperlinks
Click here to expand or collapse for more detailsWhen adding hyperlinks, use descriptive text that provides context about the destination URL. Avoid using generic phrases like “click here” or “read more”. This helps people using screen readers understand which page they are being prompted to visit.
6. Think about the accessibility of what you create
Click here to expand or collapse for more detailsWhen creating documents, reports, or emails, organise content with headings, so it’s structured. This benefits everyone by making the content easier to navigate, but particularly those using screen readers or who prefer to skim content quickly.
Lots of the technology products we work with today have inbuilt accessibility checkers. Leverage them to evaluate the accessibility of the documents and presentations you create. This enables you to learn and identify potential issues but also make necessary reactive improvements and proactive changes to how you work going forward.
7. Make videos that are accessible for all
Click here to expand or collapse for more detailsNext time you’re involved in a video creation project, ask for closed captions, transcripts, and audio description to be included as a non-negotiable. Without these, people with hearing and visual impairments, along with potentially many others, will be unable to fully absorb the content or even access it at all.
Consider also publishing the content in an alternative format—such as a podcast or a downloadable PDF—to give people a different option for consuming the information.
8. Focus on accessible and inclusive meetings
Click here to expand or collapse for more detailsIn meetings, it’s worthwhile taking a moment to think about your audience, recognising that people don’t all experience the world in the same way. Digital accessibility and broader inclusion can be dramatically improved through small steps.
For example, not assuming everyone can see the screen or slides clearly if you’re sharing information that way. Where possible, share presentations or decks ahead of a meeting. This benefits people with visual impairments, those who are neurodivergent and may want time to focus on the slides before the meeting, and anyone joining a meeting via their phone. But it can also benefit everyone and lead to more productive conversations.
When sharing key information, or a code or number that attendees may need to use, in addition to displaying it on the screen, post it in the meeting chat and say it out loud. This ensures everyone has a chance to access and document it.
Schedule meetings using meeting software that allows the use of captions. This goes beyond helping those with hearing impairments, to supporting many neurodiverse conditions and people for whom the spoken language isn’t their mother tongue.
9. Large virtual events
Click here to expand or collapse for more detailsAre you involved in a big company webcast or virtual event, as an organiser, producer, panellist, or sponsor? Be an advocate for accessibility. Make sure accessible registration is available and consider featuring relevant sign-language specialists and providing real-time human-generated captioning so the content is fully accessible and inclusive. AI-generated captions work too, and as AI develops and becomes stronger this will also become a more affordable and attainable means of providing in-time captioning.
10. Be a Disability Inclusion ally by advocating for accessibility
Listen and learn. Advocate and act.
The first step towards achieving a more inclusive world is listening to people so that you understand their needs and support them in the way that they need to be supported. In the aforementioned article, ‘Awareness, Advocacy and Action’, Leandro Camilo emphasises this step. He spoke to many people across PwC in various needs about the challenges they had and how accessibility allowed their careers to flourish.
The common themes in the people’s comments? Leandro highlighted two: “First the importance of investing in the right tools and design to make technology accessible to all. And second, the need to grow awareness of why digital accessibility matters.” That’s what we are mostly trying to achieve in this blog.
And there is growing awareness of neurodivergence in the workplace in Luxembourg and elsewhere.
For members of IMS – Inspiring More Sustainability—which has been Luxembourg’s leading network for Sustainable Development for 18 years—there is a very good publication (amongst their many topical guidebooks), called “Neurodiversity: understanding neurodivergence in the Workplace”.
The team put together this practical and comprehensive guide (in their words), “…in response to the emergence of the issue and the interest of companies and employees alike. It aims to demystify these terms, explain what neurodiversity is and what neurodivergence is, and help companies better understand and include cognitive differences within their teams. The guide also looks at companies’ challenges and suggests best practices for understanding and dealing with neurodivergence.”
In some ways, it feels as if we are still only at the beginning when it comes to the neurodiverse conversation. As advocacy for neurodiversity continues to grow, workplaces have an incredible opportunity to lead the way in inclusion. With thoughtful leadership, technological innovation, and a commitment to understanding, organisations can empower neurodivergent talent to succeed and thrive. Inclusion isn’t just beneficial for individuals—it’s transformational for businesses. It’s the future, but it must start now.
What we think
Neurodiversity is a powerful reminder that our brains are wired in unique and beautiful ways. Embracing these differences not only enriches our understanding of the human experience but also fosters a more inclusive and innovative world. Let’s champion neurodiversity and make it an integral part of our communities and workplaces.
Neurodiversity is a reflex of our society—so many people have different conditions, and these differences do not diminish their ability to contribute, innovate, and succeed in a corporate environment. Awareness and better understanding are the first steps for a more inclusive environment—and this is what we are trying to achieve
