Webinar
Allyship in the Workplace

 

According to YouGov.com, approximately one in five Americans identify as neurodivergent. While research shows that neurodiverse teams can be up to 30% more productive and make fewer errors, unemployment rates for neurodivergent individuals remain as high as 40%. This disconnect points to a gap in understanding and support of our neurodivergent colleagues within the workplace. By addressing this gap, we can better value our neurodivergent colleagues and create pathways for them to thrive and succeed.

Participants of this engaging webinar learned to:

  • define what neurodivergence means in a workplace context.
  • explore how organizations are successfully supporting neurodivergent employees.
  • discuss how to raise awareness and build colleague support.
  • identify strategies you can implement in your own workplace.
  • formulate next steps to take in the workplace.

Webinar presenter Patricia Izek, MEd., is the director of equity, inclusion, and accessibility for the University of Minnesota Libraries. She presents on DEI for units across the University, including two Equity and Diversity Certificate workshops: Implicit Bias in the Search Process, and Selection Processes and Addressing Implicit Bias and Microaggressions.

Selected Resources from Supporting Neurodivergence in the Workplace (PDF)

Presented on October 8, 2025

Takeaways

1. Understanding Neurodivergence

  • 1 in 5 Americans identify as neurodivergent, yet unemployment among this group remains around 40%, despite their proven contributions to innovation, focus, and problem-solving.
  • Neurodivergence isn’t about “disorder” or “deficit”—it reflects natural variation in how human brains process information.
  • Key examples include ADHD, autism, dyslexia, dyspraxia, anxiety disorders, and more.

2. Inclusive Hiring and Onboarding Practices

  • Use clear, jargon-free job descriptions and list only essential qualifications.
  • Offer flexible interview options (in-person, virtual, asynchronous video).
  • Provide interview questions in advance to reduce anxiety and increase fairness.
  • During onboarding, allow gradual introductions, frequent breaks, and clear, structured schedules.

3. The Cost of Masking

  • Masking = suppressing neurodivergent traits to fit into neurotypical norms.
  • Leads to burnout, loss of identity, and mental health struggles.
  • Combat masking by normalizing flexibility, reducing unnecessary social pressure, and valuing output over personality.

4. Building Neuroinclusive Workplaces

  • Accommodate everyone by default—quiet spaces, flexible hours, movement breaks, and sensory-friendly setups.
  • Customize communication styles and allow multiple ways to participate (chat, written input, camera-off meetings).
  • Implement mentorship, coaching, and Employee Resource Groups (ERGs) to build confidence and belonging.

5. Leadership and Culture Change

  • Train managers to understand neurodiversity and recognize unconscious bias.
  • Address toxic or exclusionary cultures—change begins with modeling inclusive behavior at all levels.
  • Expand neurodiversity programs beyond autism to include a broader range of conditions and intersectional experiences (gender, age, socioeconomic background).

6. Gender and Diagnostic Equity

  • Women and girls are underdiagnosed, often due to outdated diagnostic models based on male behaviors.
  • Encourage awareness and create environments where late-diagnosed adults feel safe to disclose and receive support.

7. Organizations Leading the Way

Examples of neuroinclusive initiatives: Microsoft, Dell Technologies, EY (Ernst & Young), Google Cloud, and Charles Schwab.

8. Final Thought

“It’s not just about accommodations—it’s about making everyone feel seen, heard, valid, and that they belong.

Inclusion means creating a workplace where everyone can thrive.”

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