Top 5 myths about neurodivergence in the workplace

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Introduction

Neurodivergent people are an active and talented part of the UK workforce, contributing insight, creativity, and dedication across industries. Yet despite their presence and abilities, they are often underestimated, misunderstood, and overlooked.

Outdated myths and misconceptions can create barriers, limiting opportunities and preventing organisations from recognising the strengths neurodivergent employees bring – from innovative problem-solving and strategic thinking to resilience and reliability.

This article explores five of the most common myths about neurodivergence in the workplace and replaces them with practical insight, evidence, and lived experience, helping managers, HR teams, and colleagues better understand and support neurodivergent talent.

Myth 1: Neurodivergent employees can’t work in teams

Many assume neurodivergent staff struggle with collaboration. In reality, they often thrive in team settings, particularly when communication is clear, expectations are explicit, and the environment is inclusive.

Neurodivergent employees frequently enhance teams by bringing:

• Clear and transparent communication that prevents misunderstandings.
• Thoughtful contributions and deep listening, keeping discussions grounded.
• Calmness under pressure, helping teams stay focused during deadlines.
• Creative, practical problem-solving from unique perspectives.
• Consistency, fairness, and integrity, which builds trust.
• Direct, unfiltered communication, cutting through confusion and speeding up decisions.
• Commitment and purpose, boosting team morale.
• A preference for structure and clarity, improving processes and reducing misunderstandings.

One employee shared that their team relied on them as the “anchor” during high-pressure sprints, because their focus helped everyone stay on track. This challenges the stereotype completely.

Key takeaway: Unlocking this potential is simple: provide clarity, psychological safety, and open communication. Not complexity – just humanity.

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Myth 2: Neurodivergent employees lack creativity or problem-solving skills

This myth is persistent, but it couldn’t be further from the truth. Neurodivergent employees often approach challenges from fresh perspectives, spotting patterns, identifying gaps, and generating solutions others might overlook. Their thinking isn’t “wrong” or limited; it’s different, and that difference can be a major asset for teams and organisations.

Creativity and problem-solving aren’t only about flashy ideas. They involve practical solutions, questioning assumptions, and seeing possibilities where others see obstacles. Neurodivergent employees frequently offer approaches that streamline processes, improve efficiency, and strengthen decision-making.

For employers, this is an opportunity: hiring and supporting neurodivergent staff means bringing in people who think differently, challenge the status quo, and help teams innovate. Organisations that recognise and value diverse ways of thinking often uncover untapped potential, gain a competitive edge, and see teams achieving results they might not have imagined.

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Myth 3: Accommodations are costly or disruptive

Many employers assume supporting neurodivergent employees will be expensive or disruptive. The truth is that most accommodations in the UK are simple, practical, and affordable, often making teams more efficient.

Small changes can make a big difference: clear instructions, flexible working arrangements, quiet spaces, structured breaks, or simple assistive tools often allow neurodivergent staff to perform at their best. These adjustments don’t disrupt workflows; they enhance focus, reduce errors, and improve team performance.

UK research confirms this: most reasonable adjustments are low-cost and straightforward, while schemes like Access to Work can provide funding for extra support. Often, awareness – not cost – is the main barrier. Many employers simply don’t realise the impact small adjustments can have.

“Accommodating neurodivergent employees isn’t just ethical — it’s a smart investment in talent and performance.”

For expert guidance, UK organisations can explore our Neurodiversity Consultancy services.

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Myth 4: Neurodivergence is the same for everyone

Neurodivergence is diverse. Each individual brings unique strengths, preferences, and needs, so one-size-fits-all assumptions simply don’t work.

Some employees thrive in structured, independent work, while others excel in collaborative, dynamic environments. Some require minor adjustments; others may need none. Research consistently shows that listening to individuals and tailoring support improves engagement, performance, and retention.

“Understanding neurodivergence unlocks the full potential of employees – not limits them to stereotypes.”

Valuing different ways of thinking ensures every employee can contribute their best work, benefiting both the individual and the team. A Workplace Needs Assessment can help identify the right support for each person.

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Myth 5: Neurodivergent employees can’t handle responsibility

Another common misconception is that neurodivergent staff cannot succeed in high-responsibility roles. In reality, when supported and trusted, neurodivergent employees often excel in leadership, project ownership, and decision-making.

They bring focus, integrity, resilience, creativity, and strategic thinking – all qualities that make them highly effective. Research shows that organisations with neuroinclusive practices have lower turnover and higher engagement, reflecting the capability and commitment of neurodivergent staff. In fact, neurodiverse teams can be 30% more productive than their neurotypical counterparts.

Employers who provide clear expectations and support often see higher productivity, stronger innovation, and positive team impact.

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Conclusion

Neurodivergent employees are often misunderstood but incredibly valuable. From creativity and problem-solving to reliability and focus, their contributions strengthen teams, improve processes, and drive innovation.

Organisations that challenge myths and actively support neurodivergent staff create more productive, inclusive, and resilient teams.

Ready to take the next step? Contact Exceptional Individuals to discuss how we can support your organisation.

Resources & further reading

From Exceptional Individuals

Neurodiversity Consultancy – Expert guidance on building neuroinclusive workplaces

Neurodiversity Workshops (UK) – Training for managers and teams

Workplace Needs Assessments – Identify the right support for individual employees

Why Neurodiverse Teams Can Be 30% More Productive – The business case for neuroinclusion

Reasonable Adjustments You Might Not Know You Can Ask For – Practical guidance on accommodations

What Is the Access to Work Scheme? – How to access government funding for adjustments

Raising Neurodiversity Awareness at Work – Building understanding across your organisation https://exceptionalindividuals.com/about-us/blog/raising-neurodiversity-awareness-at-work/

Neurodiversity Case Studies – Real examples of successful neuroinclusion

External resources

Access to Work (UK Government) – Official information on funding and support https://www.gov.uk/access-to-work

CIPD Neuroinclusion Report (2024) – Research on workplace adjustments and business benefits https://www.cipd.org/en/knowledge/reports/neuroinclusion-at-work