Why Neurodiverse and Neurotypical Employees Experience Work So Differently

When it comes to fairness and conflict in the workplace, not everyone’s experience is created equal. Recent research in Australia and abroad is shining a light on the stark differences between neurotypical and neurodiverse employees – and why businesses can’t afford to ignore them.

The Fairness Gap

Neurotypical employees – those whose brains function in ways society expects – generally report higher levels of psychological safety, wellbeing, and satisfaction with how conflicts are handled at work. They’re more likely to feel reassured by existing processes and trust that any issues will be managed fairly.

For neurodiverse employees, including those with ADHD, autism, dyslexia, and more, it’s a very different story. According to a major study by Birkbeck, University of London and Neurodiversity in Business, 78% of neurodivergent workers feel overwhelmed at work, and nearly one in three are dissatisfied with the support they receive from their employer. When it comes to conflict resolution, neurodiverse employees are twice as likely as their neurotypical peers to feel that workplace processes don’t meet their needs.

Why?

The research points to a few key reasons:

• Lack of Understanding: Neurodiverse staff often feel misunderstood by colleagues and managers. This can make it hard to trust that issues will be handled objectively or that their perspective will be heard

• Inadequate Processes: Many workplaces still lack effective, transparent systems for resolving conflict and supporting neurodiverse staff. This leads to uncertainty and doubt about fairness

• Reluctance to Accommodate: There’s a growing perception among neurodiverse employees that managers are reluctant to implement adjustments, and some colleagues see accommodations as unfair advantages

The Conflict Conundrum

Conflict is a normal part of working life, but it’s experienced differently depending on how our brains are wired. Neurodiverse employees are more likely to struggle with office politics, find criticism harder to process, and experience burnout from having to “mask” their natural behaviours to fit in. This constant adaptation can lead to exhaustion, disengagement, and even time off work due to stress or mental health issues.

On the flip side, neurotypical employees often feel more comfortable navigating workplace politics and are more likely to believe that conflicts will be resolved fairly. This difference in experience can create a cycle of misunderstanding and further tension between colleagues.

The Real-World Impact

The consequences of these gaps are significant. Over half of neurodiverse employees have taken time off due to burnout, conflict, or mental health issues not addressed by current workplace policies. Alarmingly, 13% of organisations have faced employment tribunals related to neurodiversity – a clear signal that current systems aren’t working for everyone.

As Rachel Morgan-Trimmer, CEO of neurodiversity inclusion agency Firebird, puts it: “A workforce that is not suitable and fair for neurodivergent workers is not suitable for anyone... Systemic inclusion improves workplaces for neurodivergent and neurotypical alike. There are also positive benefits for the employer. So these findings cannot be ignored and it’s up to all of us to ensure we are creating an equitable workplace for everyone.”

What Can Businesses Do?

• Listen and Learn: Start by actively listening to neurodiverse staff about their experiences and needs

• Review Conflict Processes: Make sure your conflict resolution policies are transparent, accessible, and actually meet the needs of all staff

• Invest in Training: Educate managers and employees on neurodiversity and the importance of psychological safety

• Normalise Adjustments: Treat workplace adjustments as a standard part of supporting all employees, not as special treatment

The Bottom Line...

Fairness and conflict aren’t one-size-fits-all. By recognising and addressing these differences, Australian businesses can create workplaces where everyone – neurotypical and neurodiverse – can thrive.

Reference List

Australian Human Resources Institute, ‘Neurodiversity in the Workplace: An Employer’s Guide’, AHRI, 2023.

Genius Within, Birkbeck University of London & Neurodiversity in Business, Neurodiversity Index Report 2023, Genius Within, London, 2023.

Morgan-Trimmer, R, ‘Neurodiversity and Inclusion: Why Workplaces Must Change’, Firebird, 2023, https://www.firebird-inclusion.com/neurodiversity-inclusion

Neurobridge, ‘The Neurodiversity Inclusion Gap: Experiences of Neurodivergent Employees’, Neurobridge, 2023.

People Management, ‘Neurodivergent Employees Twice as Likely to be Dissatisfied with Conflict Resolution’, People Management, 2023, https://www.peoplemanagement.co.uk/article/1818877/neurodivergent-employees-twice-likely-dissatisfied-conflict-resolution

Workplace Insight, ‘Neurodivergent Employees Face Greater Workplace Challenges’, Workplace Insight, 2023, https://workplaceinsight.net/neurodivergent-employees-face-greater-workplace-challenges/