At Uptimize, in working with organizations around the world to train and certify their professionals in neuroinclusion, we have a privileged and often exciting viewpoint into the global progression of neurodiversity at work.

Today, we are seeing a number of key trends and themes:

Back in 2021, one research study suggested only around 10 percent of neurodivergent professionals typically choose to disclose at work. While it’s hard to quantify exactly how that has changed since then, we are consistently seeing organizations looking to work with us due to their own staff increasingly choosing to share neurodivergent identities.

This is no surprise—the 2021 figure, likely long the norm, was so low that it was always likely this would increase as the topic gained more prominence and in a context of growing employee expectations around the employee experience and support from their employers. This is likely also driven by greater diagnostic rates amongst young people over recent decades, as well as parents—typically professionals in the middle or later stages of their careers—becoming more aware of the topic as children get diagnosed.

What does this mean? Certainly, there must be an urgency to build awareness, as conversations when someone does choose to disclose are critical: the difference between feeling supported and valued as an employee, and choosing quickly to look elsewhere.

It’s also important to appreciate that neurodivergent staff could be of any age—and are not just young people—and........

© Psychology Today