June 26, 2025
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Pride Month is a time to celebrate diversity in all its forms. Among the many vibrant identities being recognised, one important intersection is that between LGBTQ+ and neurodivergent communities. Recent studies show that while around 4-5% of the general population identify as LGBTQ+, between 15% and 35% of autistic people do [3], with some studies citing up to 70% [4]. Understanding this intersection helps create more inclusive workplaces.
This blog explores the connection between neurodiversity and LGBTQ+ identities, shares some relevant research, and offers practical steps for support.
Neurodiversity describes natural differences in people’s brainsThis includes people who are neurotypical and those who are neurodivergent, such as autistic, ADHDers, dyslexic, or have other cognitive variations. These are not problems to fix. They're forms of human diversity that shape how people think, work, and experience the world[1].
Research shows that LGBTQ+ identities are more common among neurodivergent people:
• Autistic individuals are three to eight times more likely to identify as LGBTQ+ compared to neurotypical peers.
• Autistic men are 3.5 times more likely to identify as bisexual
• Autistic women are 3 times more likely to identify as homosexual
• Autistic individuals overall are eight times more likely to identify as asexual [5].
It’s believed this could be, because some neurodivergent people are less influenced by traditional social expectations and may feel more comfortable exploring or expressing diverse gender and sexual identities [5].
While each person’s experience is different, LGBTQ+ and neurodivergent communities have often faced similar pressures. Both have been expected to hide who they are to fit in. For autistic people, this is called masking. It means copying social behaviours to avoid judgement, like making eye contact or hiding stimming. It can be stressful and tiring, and lead to mental health issues [1].
LGBTQ+ people have also been told that their identities were wrong. Until the 1970s and even into the 1990s, being gay or trans was listed as a mental illness in medical books. This caused harm and made many people feel they had to hide [2].
The idea of “neuroqueer” brings these histories together. It shows how some people resist both social expectations about brains and gender or sexuality, and instead live in a way that feels true to them [7].
People at this intersection bring many strengths:
• High levels of creativity and innovative thinking
• A strong sense of personal authenticity
• Resilience from navigating different systems with unique perspectives
These qualities benefit workplaces, teams, and communities when they are recognised and supported.
1. Educate and Raise Awareness
Deliver training that covers both neurodiversity and LGBTQ+ inclusion, using simple language, real examples, and practical tools. This helps reduce bias, increase confidence, and create a more respectful workplace culture where people feel able to be themselves.
2. Build Accessible, Inclusive Environments
Offer flexible workspaces, quiet areas, and hybrid meeting options. Adjust lighting, seating, or uniforms to meet sensory needs. Many of these adjustments can be funded through Access to Work. Companies with neuroinclusive and diverse cultures have reported up to 30% higher profit margins [6].
3. Listen and Respond to Needs
Encourage staff to share what helps them thrive, with or without a formal diagnosis. Keep communication open and flexible, and follow up to check that any support offered is actually working. Being proactive about small changes can reduce burnout and improve retention.
4. Review Policies and Language
Make sure internal policies clearly support neurodivergent and LGBTQ+ employees. Use inclusive, identity-first language and simplify procedures for requesting support. This signals commitment and helps build trust across the organisation.
5. Celebrate Visibility Year‑Round
Recognise key dates like Pride Month and Neurodiversity Celebration Week, and invite staff to shape the events. Visible inclusion helps people feel safe, appreciated, and more likely to stay long-term.
Understanding the overlap between neurodivergent and LGBTQ+ identities helps organisations build more thoughtful, respectful, and inclusive workplaces. When neurodivergent staff feel seen and supported across all aspects of identity, they’re more likely to thrive.
At National Neurodiversity Training, we focus on helping organisations create environments where neurodivergent employees can do their best work. Through training, tools, and lived-experience insight, we support inclusive practices that work in the real world.
If your team is ready to build better awareness, stronger communication, and a culture that values neurodiversity, get in touch with us today.
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