A recent report has highlighted a number of the workplace barriers preventing neurodiverse professionals from fully engaging with their roles.
The European Accessibility Act is set to come into effect on 28 June 2025 and with it comes a host of regulations and guidelines that will create a standardised and more accessible EU marketplace. Essentially, it will ensure the usability of products and services for older individuals and people with disabilities, promoting equal opportunities across all of the member states.
Recently, workplace supplies provider Codex released the Neuroinclusion in the Workplace report, developed in partnership with Braver Coaching and Consulting’s Mark Scully. The study intends to advise Irish employers on how to provide a more inclusive working environment across their organisations.
Codex collected information from 220 neurodivergent professionals in full-time employment, living in Ireland and the UK, to gain greater understanding into their daily experiences and the specific challenges they face in the workplace.
The majority of contributors stated that they have ADHD (162), while other conditions that were disclosed include autism (137), dyslexia (80) and dyspraxia (62). 128 respondents stated that they experience more than one form of neurodivergence.
Key findings
What was discovered is that, for neurodivergent employees, there are a range of barriers consistently hindering them in the workplace. The most reported problem was noise in the workplace, with 61pc of respondents stating that this was their top barrier due to sound sensitivity.
Lighting was also identified as a challenge for people navigating their neurodiversity in the working environment. More than half (56pc) of contributors stated that difficulties with brightness, flickering and artificial light sources impact overall their comfort and concentration.
55pc cited social interaction as a significant area of difficulty, while additional barriers included written and verbal communication (42pc), as well as problems with sensory processing heightened by environmental stimuli (42pc).
Only 4pc of respondents reported having no additional barriers in the workplace.
Furthermore, 94pc were of the opinion that recognising and valuing neurodiversity through education and inclusion initiatives would create a more supportive and understanding work environment.
Commenting on the findings, Patrick Murphy, the CEO of Codex said: “We believe the workplace should be a space where every individual feels seen, supported and empowered to succeed. However, we also understand that, for many people, traditional workplace structures and expectations can create unnecessary barriers and that is something we want to help change.
“This report outlines the importance of ‘neuroinclusion’ in the workplace, the insights we’ve learned from talking to people who are neurodivergent and the actions that employers can take to alleviate some of the barriers that exist in many workplace environments.”
Next steps
According to Codex, there are a number of ways in which organisations can build and foster an inclusive working environment. Simple measures, such as the provision of quiet spaces, flexible working arrangements, a focus on clear communication, alternative formats for information sharing and tailored support, can make a world of difference.
This support should also include regular feedback, training on topics related to neurodiversity, mentorship opportunities, employee resource groups and access to mental health services. When appropriate measures are put in place to give everyone equal opportunities, neurodiversity can be a great asset to a company as it encourages cognitive diversity and open, transparent conversations.
“This report explores what it truly means to build ‘neuroinclusive’ workplaces and why it matters,” read a statement from Codex. “Along the way, we’ve uncovered the everyday barriers many neurodivergent individuals face, from recruitment and onboarding to communication, collaboration and progression.
“The findings reinforce a critical message, there is no one-size-fits-all solution. We need to focus on the needs and strengths of each person. Real ‘neuroinclusion’ goes beyond awareness and requires action, empathy and a willingness to challenge traditional workplace norms that often marginalise talented individuals.”
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