July 3, 2025
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In the UK tech industry, there's a significant disparity between employer estimates and survey responses on neurodivergence. Employers estimate that only 3% of their workforce is neurodivergent, but a direct survey shows the figure may be over 50% [1].
To understand this disconnect, it’s important to look at the common barriers that may be affecting neurodivergent staff in the workplace.
1. Underreporting and Lack of Awareness
72% of UK line managers say one of the biggest barriers to providing reasonable adjustments is that neurodivergent employees don’t disclose their needs [3]. Without disclosure, many autistic and ADHD individuals mask their challenges, leading to burnout, disengagement, or even leaving the organisation. Encouraging disclosure (without pressure) helps unlock solutions and build trust.
2. Communication Overload
A 2025 study found that neurodivergent developers often feel overwhelmed by the flood of communication across Slack, email, meetings, and task trackers [4]. When the flow of information lacks structure or clarity, it creates barriers instead of enabling success.
3. Sensory and Cognitive Overload
Open-plan offices, strong lighting, and constant context-switching are common in tech environments. But for many neurodivergent employees, they can cause sensory overwhelm, migraines, and fatigue. Even seemingly minor issues, like keyboard noise or flickering screens, can have a big impact on comfort and concentration.
4. Stigma and Missed Opportunities
More than half of neurodivergent tech professionals avoid asking for support due to fears of judgement or misunderstanding [1]. That means brilliant ideas, diverse perspectives, and untapped talent are being lost before they even reach the table.
1. Structure Communication
Send agendas in advance. Use consistent communication channels. Summarise next steps in writing. These small shifts reduce anxiety and create clarity for everyone, not just neurodivergent team members.
2. Offer Sensory and Schedule Flexibility
Provide quiet zones, noise-cancelling headphones, or hybrid options. Allow flexible hours or part-time remote work. These adjustments cost little and can be game-changing for productivity.
3. Revamp Recruitment
Avoid whiteboard interviews or vague culture-fit questions. Provide interview materials in advance. Let people show their strengths in different ways. These inclusive practices lead to better hiring decisions.
4. Train Managers
Equip managers to recognise and respond to neurodivergent needs confidently. Create a culture where adjustments are normal, not special. Psychological safety starts with inclusive leadership.
Neurodivergent staff are already part of your team. The question is: are they supported to succeed? The tech sector has a unique chance to lead in inclusion, but that requires intention, education, and change.
At National Neurodiversity Training, we help companies in tech and beyond create workplaces where everyone can thrive. From tailored training to inclusive design support, we’re here to help.
Contact us today to explore how our lived-experience-led support can help your business grow.
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