What Is an Example of Neurodiversity in the Workplace?

It’s a more powerful question than it first seems, because it shifts the conversation from theory to reality. When people hear ‘neurodiversity,’ many still think of labels: autism, ADHD, dyslexia.

But neurodiversity in the workplace isn’t about labels—it’s about recognising the presence and value of different cognitive styles already shaping how work gets done.

Here’s what neurodiversity looks like at work:

• Your data analyst needs thinking time before answering in meetings. They’re not disengaged—they’re processing.

• Your graphic designer works best with noise-cancelling headphones and a clear brief. Spontaneous brainstorming overwhelms them, but their deep-focus work is outstanding.

• Your team lead with ADHD thrives in fast-paced problem-solving but gets buried in admin. Give them autonomy and support around follow-up, and they’re a powerhouse.

What is an example of neurodiversity in the workplace?

• It's that person who seems ‘too quiet’ in meetings but writes the most thoughtful insights in follow-up emails. 

• It’s the colleague who avoids phones but lights up in structured one-on-ones. 

• It’s your new hire who colour-codes everything, not because they’re obsessive, but because that’s how their brain handles information efficiently.

  
  

Neurodiversity is already present in your teams. The real question is: are your systems making space for it to succeed?

At Think Neurodiversity, we help organisations understand that inclusion doesn’t start with knowing every diagnosis. 

It starts with spotting barriers. 

When someone constantly misses deadlines, can you pause and ask: Is it a motivation issue, or is an executive function mismatching how we’ve structured tasks?

Here are some practical, real-world examples of supporting neurodiversity at work:

• Using Slack or email over spontaneous video calls reduces auditory overload and allows asynchronous thinking.

• Offering desk flexibility, sit/stand options, or quiet zones in open-plan offices to support focus and reduce sensory overwhelm

• Structuring feedback around observable outcomes instead of subjective traits—this helps remove ambiguity and anxiety for many neurodivergent staff.

• Normalising movement breaks during meetings to help with attention regulation and processing.

How do we spot neurodivergence in the workplace?

It’s often hiding in plain sight:

• The team member who obsessively uses lists, the manager who insists on video-off calls so they can concentrate. 

• The new starter who asks more questions than usual—not because they’re lost, but because they’re deeply pattern-focused and want to understand the system fully.

• And yes, neurodiversity can also mean someone disclosing a diagnosis and requesting support. But often, the most impactful change comes from creating environments where support doesn’t depend on diagnosis or disclosure.

That's where ThinkNeurodiversity are different and effective.

When we train teams and managers, we don’t just say, “neurodiversity matters.” We show what happens when systems are built with diversity in mind. 

Productivity goes up. Misunderstandings go down. Morale improves. Attrition drops.

So, the next time you’re asked, “What is an example of neurodiversity in the workplace?” don’t reach for a textbook answer. Reach for a story. 

The real, practical, human-level moments are what shift mindsets—and create lasting change.

Neurodiversity doesn’t need permission to exist. It’s already here. What it needs is recognition, respect, and room to work differently.