With one in five people being neurodivergent, neurodiversity in the workplace is a fact. This natural variation also has a significant impact on many common workplace challenges. Only by increasing awareness of neurodiversity and implementing neuro-inclusion can these challenges be addressed structurally.
Key challenges for employers and teams in 2026
War for talent
The search for talent is more challenging than ever. Companies struggle to fill vacancies in time, as finding the right profile costs a lot of time and money. Moreover, competition in the labour market is fierce, forcing companies to stand out to potential candidates.
Employee retention
Retention of talent is crucial, especially in sectors where talent is scarce. A low retention rate leads to loss of knowledge, high onboarding costs and a negative employer image among candidates. 18% change jobs because they don't get internal opportunities. 54% also say they are not deployed according to their strengths.
Well-being at work
With the increase in long-term sick leave and absenteeism, well-being at work has become an essential factor. Employees prefer companies where well-being is central to operations. 20% of complaints about absenteeism are due to work or excessive workload.
Miscommunication & friction
Teams with diverse thinking styles, backgrounds and experiences can experience communication problems and tensions when neurodiversity and neurodivergence are not understood or appreciated.
Reduced team productivity
Without proper support and understanding, stress increases and team productivity and resilience decrease.
Sustainable employability
A human approach and inclusion are receiving more attention in terms of sustainability, and are also part of the UN Sustainable Development Goals and ESG strategy.
Neurodiversity is a reality
Neurodiversity is the idea that people experience and interact with the world around them in different ways. There is not one "right" way of thinking, learning and acting, and differences are not seen as deficiencies.
neurodivergent candidates reject a job due to a poorly designed physical environment. 15% changed jobs for this reason.
of managers indicate they have insufficient knowledge about neurodiversity. 59% don't know what reasonable accommodations they can offer.
managers would not hire people with bipolarity, ADHD, autism or dyslexia due to stigma.
of neurodivergent employees feel misunderstood at work.
do not share their psychiatric diagnosis with the employer for fear of stigma and repercussions.
Neurodiversity is already present in your company - whether you realise it or not. With 1 in 5 people being neurodivergent, your workforce likely includes autistic individuals, ADHD professionals, dyslexic team members, and more.
Neuro-inclusion is a win-win for everyone
It's not just ethical. It's also a strategic choice.
Key benefits from previous business cases:
- Better financial performance and return
- Increased collective productivity, resilience and well-being
- Improved sustainable employability
- Better customer and employee satisfaction
- Stronger employer brand
From challenges to competitive advantage
Larger talent pool and different view of talent
By accepting and accommodating neurodiversity, you gain access to a broader talent pool that is often overlooked by traditional recruitment processes.
Better team dynamics and agreements
Awareness of neurodiversity helps teams appreciate different thinking, working and communication styles, leading to clearer interactions, better agreements, less misunderstanding and tension, and more creativity, innovation and productivity.
Improved retention in the workplace
Neuro-inclusive workplaces reduce turnover by creating environments where all employees feel valued, understood and able to do their best work. 92% of neurodivergent employees stay longer.
Improvement of well-being and trust
When neurodivergent employees feel psychologically safe, stress decreases and employees can focus on their strengths instead of masking differences.
Universal design
Tailoring work environments to diverse needs unlocks productivity potential by allowing each team member to work in ways that suit them.
Better business results
Thanks to a neuro-inclusive approach, the turnover of surveyed companies increased by an average of 28%. In addition, they recorded a doubling of net profit and 30% higher economic profit margins.
The time for neuro-inclusion is now. Organisations that unlock the potential of neurodiversity today will lead their industry tomorrow.
