Top 5 workplace challenges for neurodivergent professionals

When starting your accessibility journey, it can be tempting to simply search for a list of accommodation ideas. But, the truth is there is no one blueprint for being accessible.

What accessibility looks like is highly individual. Meaning we need to start by developing our understanding around the challenges. Only then can we begin to create solutions that have an impact — solutions that are not only effective, but also financially strategic for businesses. 

The CIPD report that neurodivergent employees are 30% more likely to experience workplace exclusion due to communication barriers. You can read that full report here: CIPD Neuroinclusion at Work Report 2024

This blog breaks down 5 key areas that impact neurodivergent communication styles and the accommodations that can help. Neurodivergent individuals face a range of challenges, which will vary from person to person, including in intensity. Each section highlights common challenges alongside practical accommodation ideas to help you get started.

• Processing Information
• Visual Processing
• Auditory Processing
• Executive Functioning
• Sensory Input
• Summary of communication challenges for neurodivergent adults

1. Processing Information

“Processing information” refers to how the brain interprets and responds to input, both in the moment and afterward. These challenges can arise regardless of how the communication is delivered — whether it’s spoken, written, or visual.

The Challenges:

• Difficulty with complex language, terms and abbreviations - Unfamiliar jargon, shorthand, and contractions can create confusion. For example, JFYI instead of "Just for your information". Even short hand such as using "we’ll" instead of "we will" can slow comprehension, increase cognitive load and create confusion.
   
• Delayed processing time - Some individuals require more time to interpret and respond. Masking this, can lead to quick, automatic replies like saying “No problem!” to a request they later realise they do not have time for. The additional challenge, then comes from whether they feel comfortable going back on what they said.
  
  
• Bottom-up thinking (seeing all the details, all the possibilities, all at once) - This is a powerful asset for problem solving! It also means difficulty in blocking out details that others instinctively know are unimportant or do not spot at all. Making it hard to prioritise tasks and avoid rabbit-holing.
  
  For example: Management has given a brief overview of some duties they need to be done today. But if not providing a priority order and clear guidelines on what level to complete work to, difficulties will likely arise. Such as not being certain on where to start or when to move on. Additionally, this can lead to something called task avoidance, which impacts their ability to "just" start the task.

The Accommodations:

• Use clear, simple language and in short chunks – Keep instructions concise and structured to reduce misunderstandings, while avoiding any jargon and abbreviations.
  
  
• Allow extra processing time before action is required – Whenever possible, let individuals revisit decisions rather than requiring immediate responses.
  
  
• Share meeting agendas in advance – Providing agendas beforehand allows participants to prepare, think through their questions, and engage meaningfully. For employees, ensure they have dedicated, uninterrupted time for this before the meeting too.

• Provide post-meeting summaries – Provide action based summaries of meetings via a PA or tools like AI transcription, ensuring key details are captured for future reference. This also allows them to be more present in the meetings themselves as they are not trying to make their own notes at the same time.
  
  
• Break up messages and meetings – The average concentration time in the UK is around 45 minutes, with factors like well-being and environment lowering this further. Neurodivergent individuals are typically more sensitivity to their surroundings, meaning they will struggle even more. 
  
  The solution is to separate those meetings and emails, which are discussing multiple topics. Making them each more focused and allowing people to process effectively, recharge, and engage more meaningfully. You can still stack these. But ensure you have breaks for the in person meetings and that recipients are expecting multiple messages (plus provide the priority order of them).
  
  
• Reduce uncertainty by providing clear instructions – Offer detailed instructions and be available to repeat information or answer questions. This may be over an extended period of time and need to be repeated often. You can also provide guides for ongoing reference which they can access directly. Having examples in those guides, such as an email template, is extremely helpful too.

2. Visual Processing

Visual processing refers to how the brain interprets and responds to what we see. While similar to sensory challenges related to sight, this isn’t about vision itself but rather how visual information is processed. For individuals who are sensitive to visual stimuli, these challenges can impact reading, comprehension, and overall accessibility in both physical and digital spaces.

The Challenges:

• Distractions and discomfort from excessive motion - For some, lots of moving visual elements can be overwhelming or even cause physical pain, making it difficult to concentrate.
   
• Difficulty navigating busy designs (Visual Clutter) - Overloaded layouts with too many elements can lead to sensory overwhelm, making it harder to focus or locate key information.
  
  
• Trouble with formatting - When text is to close together, things can start to blend and this makes it almost impossible to read. While centered text alignment also makes it more difficult to follow. This also happens when you bold, underline or italic font. Especially decorative flourishes or other elements which visually "touch" the letters.
  
  
• Mistakes caused by font choice - The wrong font can make something completely unreadable, and make it feel as though you have switched language. Some fonts alter the letter shapes and height, making them unrecognisable to certain readers. This is often why T&Cs use a standard font and size.
  
  
• Contrast challenges and sensory strain - Some colour pairings can make text disappear completely, whether because they are too similar or from other conditions like being colour blind. While overly vivid colours can lead to overwhelm or discomfort. However, some ADHDers find bright colours help them focus, further highlighting how needs can vary.

The Accommodations:

• Reduce visual "busyness" - Keep designs clean and structured to improve it's readability. Simple adjustments can make a big difference, such as:
  • Adding padding to tables for better spacing
  • Reducing emoji use, to reduce "clutter" (also good for screen reader experiences!)
  • Using bullet points for clarity
  • Splitting text into short, digestible paragraphs

• Ensure predictable, consistent layouts – Make navigation easier with elements placed where people expect them. Such as, contact info being in email signatures. You can expand this with company wide templates to maintain clarity and familiarity.

• Check contrast accessibility scores – Tools like Coolors’ contrast checker help ensure colour choices are compliant while offering auto-enhancement features for improvement. Here is the link: Contrast Checker
  
  
• Adjust letter and line spacing – Did you know the minimum recommended font size is 12-14? The British Dyslexia Association’s style guide provides best practices for font choices and spacing adjustments, including line spacing! Here is the link: Dyslexia friendly style guide. 
   
• Use left-aligned text and bullet points – Left-aligned formatting has been shown to improve readability, especially for neurodivergent individuals and skim readers.
  
  
• Consider accessibility widgets carefully – While extremely useful, be aware that some can disrupt screen reader functionality. So it’s important to check them properly before implementing.
  
  
• Ensure alt text describes images well – Alt text should go beyond basic descriptions to offer a meaningful, engaging experience. Disabled by Society on LinkedIn provides excellent examples of thoughtful alt text usage. Check them out here: Disabled by Society

3. Auditory Processing

Auditory processing refers to how the brain interprets and responds to sounds. Not just hearing, but understanding and making sense of verbal and environmental audio input. Individuals who are sensitive to auditory stimuli may experience challenges that affect communication, focus, and information retention.

The Challenges:

• Background noise - Leading to distraction and overwhelm. For those sensitive to auditory input, ambient sounds (like office chatter, printers, or street noise) can drain cognitive energy and make it harder to process or focus effectively.
  
  
• Verbal instructions - Creates a risk of losing key bits of information and misunderstandings. From slower processing time causing new bits to be missed whilst processing the first half, to working memory making it hard to retain that information for very long.
  
  
• Needing to see to hear - Some individuals find that hearing alone isn't enough for full understanding. Many rely on subtitles or captions to follow spoken content, reinforcing accuracy and engagement. For example many neurodivergents watch TV shows with subtitles.
  
  
• Speed and tone can be a barrier too - Some neurodivergent individuals, especially those with ADHD, struggle to stay focused on slow-paced or low-interest discussions. However, adjusting playback speed to 1.5x or faster keeps them engaged while still absorbing all information clearly.

The Accommodations:

• Reduce background noise - You can minimise auditory distractions by:
  • Moving conversations away from loud environments (offices, cafés, or home appliances). Even answering a call whilst traveling can add additional train and wind noises, which are best avoided.
  • Planning meeting locations with noise levels in mind. Great coffee shops don’t always make great meeting spaces.
  • Investing in quality microphones that focus on speech while filtering background noise.
  • Avoiding music overlays in videos background music reduces speech clarity.
  • Providing noise-cancelling headphones or earplugs (like Loops) to help staff manage auditory sensitivity.
    
• Back up verbal instructions with written ones - A simple meeting summary, text, or email can clarify expectations and reinforce understanding.
  
• Offer subtitles / captions for video content – Transcripts are also helpful to help when trying to recall what was said. They can also be uploaded to AI software to extract notes etc. to help them further.
  
  
• Enable speed control for video playback – Many platforms offer adjustable speed settings, which help neurodivergent individuals stay engaged with content. I personally watch many videos on up to x2 when I need to really focus on the information provided.
  
  
• Be mindful of tone and volume – For example someone who is hard of hearing may need you to speak up. That does not mean they want you to switch tone too though. People also struggle with accents, tone of voice and speed of talking. For customers, offering alternative representatives can help. For employees, building rapport ensures they feel comfortable requesting adjustments.

Executive functioning refers to the mental abilities needed in order to plan, organise, prioritise, and make decisions. Neurodivergent individuals typically experience challenges in one or more of these areas. Whilst normally referred to as "skills", these are not things which a neurodivergent person can change or develop. Although it is worth pointing out that situational factors can impact how much they will struggle with each one. For example, someone who already struggles with impulse control will find it even tougher when they are burnt out.

The Challenges:

• Impulse Control - Reacting on reflex rather than decision making. Ever been ghosted after a great sales call? This could be impulse control and later regret. It can show up in business when making a purchase or signing a contract. For an employee, it might look more like taking on a new duty, before realising they are unable to commit to it.
  
  
• Emotional Control - Struggling to keep feelings in check and not let them show. The most common example of this is someone showing their frustration during a phone call, meaning they likely raise their voice.
  
  
• Flexible Thinking - Difficulty adapting when plans or expectations change. Especially if this is sudden. It can be distressing if information or instructions are altered without warning, making conversations harder to navigate. A simple example, would be an unscheduled last minuet meeting.
  
  
• Working Memory - Being unable to keep information in mind while using it. A great example of this can be a multiple choice question. For some by the time they have read all the options, they have forgotten the question. This is why note taking and patience with repeating details is essential.
  
  
• Self-Monitoring - Struggling with self-awareness in the moment. Some may not realise they are hungry, dehydrated, overstimulated etc. until much later on than others. This can lead to things like irritability, tiredness, or difficulty concentrating. All of which will have an impact on how effectively they can communicate.
  
  
• Planning and Prioritising - Struggling with understanding workload commitments and the "natural" priority order. Leading to disorganised communication issues, like a delayed response. This ability relies heavily on other areas that a neurodivergent often struggles with
  such as:
  
  
  • "Time Blindness" - Not having the perception of how much time something has taken, or the ability to quantity how much time they will need.
  • "Bottom up" Thinking - A trait which means they see all the details all at once. Meaning they struggle to block out details others might see as unimportant.
  • Object Consistency - Requiring a visual reminder in order to not completely forget things, tasks or even people.

• Task Initiation - Linked heavily with planning and prioritising. This is the difficulty with getting started on a task. This can be from a couple of things such as:
   
  • Anxiety over the task itself (also known as Task Avoidance).
  • Uncertainty on where to start.
  • Uncertainty over the priority of their task list.
  • Forgetting that the task even exists.
    
  • Pulling themselves away from a hyperfocus on something else.
• Organisation - Again linked to planning and prioritising, but forcused more on keeping track of things physically and mentally. This could mean they completely lose track of when their meet is booked in for and struggle to recall if they have already done that task. The most common issue being losing things that get put away in a "safe place".

The Accommodations:

• Again, allow extra processing time - With longer cooling off periods for both clients and employees.
  
  
• Make changing decisions easy and welcoming - Ensure the process of changing their mind, or coming back with questions is simple. So individuals feel safe revisiting choices or requesting adjustments.
  
  
• Show compassion and understanding around negative responses – Acknowledge that emotional outbursts and knee-jerk reactions may be linked to executive functioning challenges. Follow up with meetings in a brave space to discuss things openly.
  
  
• Be mindful of shared spaces – Consider others when using communal areas like staff rooms or rent-a-desk spaces. For example, using headphones instead of playing the radio aloud ensures fairness for everyone.
  
  
• Give notice – Advise of any changes or potential changes in advance. 
  
  
• Encourage people to grab a drink/snack before meetings - Normalising this practice helps prevent additional focus issues caused by dehydration or hunger.
  
  
• Keep snacks and water accessible in meeting rooms - So individuals can help themselves as the meeting goes on.
  
  
• Invite others to join when grabbing refreshments - Creating a simple reminder for those who struggle to do this for themselves.
  
  
• Clarify priorities in written communication – When assigning tasks, structure emails or messages with "What, by When, and Why" formatting. Thanks to Ellie Middleton's book for this tip! (Link here: Unmasked). This removes ambiguity and helps neurodivergent individuals navigate expectations effectively.
  
  
• Break down requests into clear steps – Instead of saying, "Let’s get started on this project," outline specific first actions like, "Begin by reviewing the client notes and drafting three key points for discussion."
  
  
• Offer a check-in or body doubling – Offer to follow up with them at an agreed time. This is called accountability support and works well for those with ADHD in particular. So does the next step up of this, which is called body doubling. This is when you sit or virtually sit in with them whilst they do the thing or get going at least. You can be doing other things, but your presence helps them focus.
  
  
• Send gentle reminders or nudges as we call them – If you know or suspect that someone is going to loose track of meetings or commitments, send them a little nudge like "Just checking you are still OK for our meeting at 2pm?" If you are sending this close enough to the meeting, you can a little self-care nudge with "I'm just grabbing myself a cup of tea, and then I can join the call."

5. Sensory Input

These areas impact how individuals perceive and process stimuli in their environment. Neurodivergents typically experience over-sensitivity or under-sensitivity. This can naturally effect engagement in conversations, meetings, and other workplace / business communication.

The Challenges:

• Sight
  • Lighting
  • Cluttered emails and documents
  • Busy infographics
  • Low contrast and fancy fonts

• Sound
  • Background noise
  • Poor audio
  • Echoey rooms
• Smell
  • Strong perfumes, aftershaves or deodorants
  • Food and drink smells
  • Overpowering room sprays or air fresheners

• Taste
  
  • Limited menu options during:
    • Client or staff entertaining
    • Client or staff meetings (where food is provided)
• Touch
  • Unexpected contact
  • Textures in your meeting space (even reception)
  • The expectation to shake hands
• Balance (Vestibular)
  • Standing meetings
  • Getting on high stools or into low sofas
  • sudden movement.
• Spatial Awareness (Proprioception)
  • Navigating additional trip hazards
  • Difficulty with the sense of personal space 

The Accommodations:

• Adjust lighting - Use warm, dimmable lighting to reduce fluorescent glare. For example, desk lamps offer a more comfortable lighting alternatives to overhead lights.
  
  
• Improve readability in documents – Use clean formatting, generous spacing, and dyslexia-friendly fonts to prevent visual overwhelm.
  
  
• Minimise background noise – Provide noise-cancelling headphones and ear plugs like Loops, move even quick meetings into quiet spaces, and invest in good microphones for virtual calls.
  
  
• Switch to fresh and light scents – Ensure shared spaces have good ventilation, and change to eco brands for air fresheners. Eco brands are typically not as strong as artificial scents.
  
  
• Expand food options – Offer diverse menu choices at business meetings. You could even give staff a snack budget so they choose themselves!
  
  
• Respect sensory boundaries – Allow alternatives to handshakes, minimise physical contact expectations, and provide comfortable seating arrangements.
  
  
• Provide accessible seating options – Avoid high stools, low seating or standing-only meetings. If you can offer a range of style seats and textures to suited individual sensory needs such as wobble cushions, saddle chairs and Pipersong chairs.
  
  
• Design for movement – Opt for curved corners and choose a layout that provides wide spaces between desks and other equipment. This is to allow for ease of movement and reduce injury. Apply coloured tape to the ground for extra help navigating around furniture.
  

Additional Communication Challenges with Neurodivergence

Throughout this blog, we’ve explored key areas that impact neurodivergent communication, but some challenges don’t fit neatly into those categories. These 3 additional barriers still significantly affect engagement and accessibility:

The Challenges & Accommodations:

1. The expectation to "look engaged" – Many neurodivergent individuals find that maintaining eye contact or sitting still during meetings drains cognitive energy, making it harder to focus on the conversation itself.
   
   ✅ Normalise alternative engagement styles – Allow movement during meetings, flexible camera policies for virtual calls, and encourage individuals to express their needs rather than conforming to standard expectations. For many fidgeting makes it easier for them to absorb information. This can include things like pacing not just using a fidget spinner!
   
   
2. Confusion caused by idioms – Phrases like “end of play” or “hit the ground running” can create uncertainty, as meaning can vary depending on context or individual interpretation.
   
   ✅ Opt for clear, direct language – Replace ambiguous expressions with explicit instructions, e.g., switch “Could you try to get this to me before lunch?” to “I need this by 11:30 AM—let me know if that’s feasible.”
   
   
3. Problems from assumed knowledge – Expectations that certain information should be understood without being explicitly explained create unnecessary barriers.
   
   ✅ Make information explicit – Provide necessary context upfront, encourage questions without judgment, and avoid phrasing like “You should already know this.”
   
   

Summary: Building Accessibility into Everyday Communication

In conclusion, each of these challenges reinforce a crucial point: accessible communication doesn’t have a one-size-fits-all solution. Instead, businesses should focus on building environments that are fundamentally accessible while allowing room for individual adjustments.

A strong foundation ensures everyone benefits from clearer communication, fewer barriers, and more inclusive engagement. Meanwhile, flexible accommodations allow individuals to tweak their experience. Whether they need more structure, sensory modifications, or alternative ways to interact.

By approaching accessibility as an evolving practice rather than a fixed checklist, organisations create truly inclusive spaces where neurodivergent individuals can fully contribute without unnecessary obstacles. Explore how communication strategies can make workplaces truly inclusive in our blog: Making Business Communication Accessible for Neurodivergence.

Accessibility isn't just good policy, it's a commitment woven into the fabric of our business. At Watmore & Co., we help business owners access accounting and bookkeeping services that prioritise clarity and inclusivity. Get in touch to explore how we can support your financial success.

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