Why Neuroinclusive Practices Are Good for Business

By Cassandra Jones, MindThrive Coaching and KMA Consultant

What Is Neurodiversity and Why Does It Matter at Work?

Roughly 20% of the global population is neurodivergent, meaning their brains function differently from the neurotypical “norm.” That includes people with ADHD, autism, OCD, dyslexia, Tourette’s, and more. These differences shape how people think, communicate, process information, and navigate workplace systems.

Although it’s gaining more attention in today’s culture, neurodiversity isn’t new, and more employers are recognizing its direct impact on innovation, performance, and retention.

If you’re a people leader or HR professional, here’s the key: neurodivergent employees are already part of your workforce. Whether or not they’ve shared that identity, the way you design work and lead teams plays a role in their daily experience and long-term success.

The Business Case for Neuroinclusive Workplaces

When neurodivergent employees have access to the tools and support they need, the results are reflected in productivity, retention, innovation, and decision-making quality. So what happens when companies invest in neuroinclusive practices? The impact shows up in the data:

30% faster problem-solving on neurodiverse teams (McKinsey, 2023)
90% retention rates in programs like SAP’s Autism at Work
$650M+ in ROI from EY’s Neurodiverse Centers of Excellence
40% fewer product defects on teams led by neurodivergent engineers (Siemens)

It’s not just about high-cost pilot programs or million-dollar initiatives. Most changes that support neurodivergent talent are low-cost and scalable. In fact, 56% of workplace adjustments cost nothing at all (Disability: IN & Job Accommodation Network). It starts with simple shifts in how we design, communicate, and lead.

Practical Neuroinclusive Practices That Benefit Everyone

Here are a few examples of inclusive practices that benefit neurodivergent employees and strengthen the experience for everyone:

Replace Vague Expectations with Clear Communication

Spell out what “fast-paced” or “strong communicator” actually means in job descriptions and feedback. For example, instead of saying “fast-paced,” try “you’ll manage multiple projects at once with shifting priorities, often responding to new requests within 1–2 business days.” Rather than “strong communicator,” clarify with “you’ll share weekly updates with cross-functional partners and clearly explain project timelines in writing and in meetings.” Clear expectations reduce guesswork, support neurodivergent employees, and help everyone do their best work.

Offer Multiple Communication Options

Some employees process information better in writing, while others may need time to prepare before a meeting or prefer follow-up after. Providing multiple ways to engage reduces friction and increases effectiveness. For example, consider sharing agendas ahead of time, offering the option to respond in writing instead of speaking on the spot, or following-up meetings with a summary email. In team settings, use a mix of verbal discussion, chat, and visual aids to make sure everyone has a way to contribute. These small shifts make collaboration more inclusive without slowing anything down.

Normalize Asking “How Do You Work Best?”

This simple question opens the door to tailored support without requiring a formal disclosure. It can be part of check-ins, onboarding, or team planning conversations. For example, you might ask, “Do you prefer to receive feedback in the moment or after some time to reflect?” or “Would written instructions be helpful alongside verbal ones?” These conversations build trust, reduce misunderstandings, and make it easier for people to share what helps them thrive. It sends a clear message that different work styles are not just accepted. They are an intentional part of how the team works well together.

Redefine Career Growth and Leadership Paths

Leadership can take many forms. Build systems that recognize deep expertise, focused contributions, and different communication styles. For example, offer advancement paths that don’t rely solely on being the most vocal, outwardly assertive, or skilled at self-advocacy. Recognize project leads who shine behind the scenes, or technical experts who lead through mentorship and consistency. When growth is defined in more than one way, more people have the chance to reach it.

Make Flexibility a Default, Not an Exception

For example, give employees the choice to join meetings by video or phone, provide written follow-ups for key decisions, and make quiet zones or noise-reducing tools available for focused work. These kinds of options — from camera-off meetings to flexible schedules — are most effective when they’re built into how teams operate, not reserved for special situations. These adjustments support neurodivergent employees, but they also reduce burnout, improve access, and create better conditions for deep thinking across the board. Flexibility isn’t only about making exceptions. It’s about designing work in ways that reflect how people actually function best.

From Awareness to Action: Start Building a Neuroinclusive Culture

Workplace systems haven’t always been designed with neurodivergent employees in mind. But that’s starting to change, and the impact is clear. When organizations shift how they design roles, run meetings, and define success, they unlock more talent, reduce unnecessary friction, and build stronger, more adaptive teams. The goal is to build workplaces where more people can contribute fully, grow in sustainable ways, and do their best work.

And while these changes directly support neurodivergent employees, they tend to benefit everyone. Clearer communication, increased flexibility, and more inclusive workflows help teams collaborate better, think more deeply, and stay engaged for the long haul.

About MindThrive Coaching

MindThrive Coaching provides professional and executive coaching, organizational consulting, and neuroinclusion training to help leaders build workplaces designed to work for more kinds of minds. Founder Cassandra Jones is a Certified Executive Coach and Certified Neurodivergence Life Coach with 25+ years of HR leadership experience and lived neurodivergence. She helps companies translate awareness into action through practical, systems-level change.

To explore how your workplace can become more neuroinclusive, visit mindthrivecoaching.com to learn more.