Every employee brings a unique set of skills and experience to the workplace that helps them perform their jobs to the best of their abilities. Neurodiversity in the workplace is another such facet of the individual, one that contributes to their perception and experience at work and shapes how they approach the job. Unfortunately, due to the negative attention placed on such qualities, many are forced to try and suppress their natural tendencies in order to “fit in.”
Neurodiversity, particularly in creative jobs, can lead to some truly unique results when workers are allowed to express and present themselves freely at work, but there are many barriers that prevent this from occurring. A new study found that nearly one in every two people in the creative industry identify as neurodivergent; however, at least 25% of them have faced some form of bias or discrimination. Due to the fear of facing such repercussions, many workers hide any signs of their individual nature, but this only serves to prevent them from working to their full potential.
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Neurodiversity in the Workplace—What Does It Mean?
Neurodiversity is a psychological concept that addresses how some sections of the population think, perceive, and respond to their environment differently. The term is often used to cover conditions like ADHD, autism, and a range of other neurological differences, regardless of the intensity of the conditions. A large number of neurodivergent individuals are able to control the expressions of the traits that bring them under the umbrella of neurodivergence, however, there are many traits that might set them apart from their “neurotypical” counterparts.
A new study from nonprofit Understood, the American Association of Advertising Agencies, and global communications group Havas found that neurodivergent employees make up 48% of the creative industry’s workforce. This is unsurprising as neurodivergent individuals are easily drawn to creative fields where their unique insight and self-expression can be a benefit rather than a limitation that holds them back.
However, the decline of inclusive hiring practices and the general tendency to conform has led to a situation of fear, where many creatives attempt to hold back from talking about their neurodiversity due to stigma (50%) or give in to masking their behavior to resemble their colleagues (90%). Around 75% of creative professionals from both the neurodivergent and neurotypical groups feel they have to hold back from embracing their creative expressions fully.
Workplace Accommodations for Neurodiversity in Creative Jobs Are Essential
While diversity might be a taboo topic in the workplace in 2025, it is hard to deny that each employee is unique, and it’s their individual perspective that makes them crucial to the workforce. Instead of suppressing individuality, organizations need to embrace inclusive hiring and management practices that address the needs of each employee to help them perform to the best of their abilities.
This is essential not just to support neurodiversity in the workplace, but also because employees who don’t need to hold back on their self-expression may be able to bring forth some impressive ideas and concepts to further the organization as a whole. Neurodivergent workers are more likely to be open to trying out new methods, whether through AI or otherwise, and they can help the workplace grow more comfortable with expressing their ideas as well.
The study from Understood states that “neurodivergent thinking can be a creative superpower in a challenged industry,” and we’re inclined to agree. With skills like creative problem-solving, out-of-the-box thinking, and resourcefulness, these employees only need an outlet to channel their creativity as well as support from their employer to do so comfortably.
Workplace accommodations for individual employees can be a very significant step forward in catering to employee needs rather than throwing them into a collective bucket of benefits. This can be vital to all employees, neurodivergent or not.
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