Neurodiversity in the Workplace: Removing Barriers Without Lowering the Bar

Neurodiversity in the Workplace: Removing Barriers Without Lowering the Bar

In today’s evolving workforce the companies that thrive are those that embrace difference. Neurodivergent workers whose brains process, learn, and communicate differently bring strengths that are often overlooked but incredibly valuable. Yet too many hiring processes and workplaces are still designed for a narrow definition of what it means to be a “good employee.”

At Making Space, we believe that inclusive workplaces do not happen by accident. They are created with intention. And one of the most important principles for employers to understand is that removing barriers is not the same as lowering the bar.

Removing barriers means eliminating unnecessary obstacles that prevent neurodivergent professionals from contributing their full potential. It means questioning outdated hiring practices that reward quick verbal responses over real skill. It means replacing vague performance reviews with clear, outcome-based metrics. It means allowing someone to work in a quiet space or on a flexible schedule not because they are less capable, but because that environment allows them to succeed.

And the data backs it up. Teams that include neurodivergent employees are 30 percent more productive than teams that do not, according to Deloitte. At JPMorgan Chase, their Autism at Work program found participants were up to 92 percent more productive in certain roles. These are stories of inclusion, innovation and business success.

Still, many neurodivergent employees hesitate to disclose their needs at work due to stigma. A recent study found that one in five neurodivergent workers has experienced discrimination or harassment. That means there are likely talented individuals in your organization right now who are holding back out of fear.

So what can you do?

Start by shifting your mindset. Design your workplace with inclusion in mind from the beginning, rather than waiting to make adjustments later. This approach, known as Universal Design, ensures that all employees benefit from accessible systems, not just those who ask for it.

Make communication clear and direct. Ask how your team members prefer to interact and be mindful of the hidden emotional labor involved in masking. Avoid vague instructions and ambiguous deadlines.

Adapt your performance management strategies. Break large goals into smaller milestones. Help with prioritization when needed. Recognize that productivity does not always look the same from person to person.

If you're in a position to offer hybrid or remote work, do so with care. For many neurodivergent employees, this is a necessity.

Inclusive leadership means showing up with curiosity and commitment. It means understanding that neurodivergent talent is not something to fix but something to support and celebrate. And it means recognizing that when you invest in a workplace that works for everyone.

Small changes lead to big impact. Start with one. Because when we create space for every kind of mind, we all move forward.

Resources to Get You Started

Want to keep learning? Check out:

• Neurodiversity Hub
• Neurodiversity Network
• EARN (Employer Assistance and Resource Network on Disability)
• Making Space for consulting, hiring tools, and inclusive workforce solutions