Can artificial intelligence help shape a more inclusive workplace for neurodiverse professionals?

Research suggests that 15% to 20% of the global population have some form of neurodivergence. Business leaders have to consider their company strategy to building more accommodating workplaces for neurodiverse talents while also acknowledging that 15-20% of their customers also likely have some form of neurodiversity.

However, many organisations have historically struggled to accommodate employees who think or process information in ways that differ from the norm. Neurodiverse individuals, who typically have conditions ranging from autism spectrum disorder (ASD) and dyslexia to attention deficit hyperactivity disorder (ADHD), have often found themselves excluded or misunderstood.

As technology continues to advance, accelerated by the growth of artificial intelligence, organisations face an unprecedented opportunity to broaden their support of and improve their utilisation of neurodiversity within the workplace.

Strong business case for embracing neurodiversity

The business case for embracing neurodiversity is clear. Research shows that diversity of thought is a key driver of creativity and can enhance innovation efforts by 20% while enabling teams to identify and reduce risks by up to 30%. Data by Deloitte reveals that organisations with inclusive cultures are twice as likely to meet or exceed their financial targets, six times more likely to be innovative, and eight times more likely to achieve better business outcomes.

However, rigid workplace structures and traditional management approaches, combined with a lack of awareness and flexibility, have alienated neurodiverse individuals. This brings us to a pivotal moment for creating truly inclusive workplaces that embrace a diversity of thoughts, cultures and capabilities.

Unleashing AI in service of diversity

The rise of AI and the broader tech ecosystem is allowing organisations to rethink how they support neurodiversity in the workplace. AI’s growing capabilities for adapting, learning and personalising experiences makes it a game-changer for fostering inclusive work environments.

Through intentional design and thoughtful implementation, AI tools have the potential to help neurodiverse employees work more effectively and comfortably in neurotypical settings.

Some use cases for AI in support of neurodiverse employees include:

• Aiding communication: AI-powered tools can help neurodivergent employees that struggle with communication to more easily communicate and engage with coworkers through text-to-speech and speech-to-text tools. AI tools can also help employees with dyslexia to improve the clarity of their written communication and reduce errors.
• Improving task management: Employees with ADHD or executive function disorders may benefit from AI-based project management tools that break tasks into smaller parts, set reminders, and manage workflows to prevent overwhelm.

• Better learning: Adaptive learning systems can adjust training material to match the learning style and speed of individual employees, reducing training-related stress. AI can also be used to develop personalised training platforms that are tailored to the specific needs of neurodivergent workers.

• More welcoming workplaces: AI can be used to create adaptive work environments that allow neurodivergent employees to adjust the workplace to accommodate their needs. For example, AI-powered noise cancelling software can reduce auditory stress for those with sensory sensitivities, while lighting automation powered by AI can help regulate the office environment for employees with sensitivity to light.

The impact of these technologies will extend far beyond the neurodiverse community. In reality, everyone benefits from flexible, personalized systems that account for different learning and working styles. No two people process information or engage with tasks in the exact same way, and by embracing this variability, organisations can foster a more adaptable and productive workforce.

Ultimately, the collaboration between HR, technology, and leadership will define how well organisations harness this potential. With early awareness and a proactive approach to design, AI can help build a workplace where everyone—regardless of how they think, learn, or engage—feels valued and empowered. The future of work is inclusive, and it’s within our reach.