How ND-Friendly Is Your Workplace?

Is Your Workplace Truly Neurodivergent-Friendly? Take the Quiz and Find Out

Neurodivergent employees—those with ADHD, autism (ASD), dyslexia, and other cognitive differences—bring immense value to workplaces through creativity, problem-solving, and innovative thinking. Yet, too often, traditional work environments fail to accommodate their unique needs, leading to stress, burnout, and even job loss.

The good news? Companies that implement neurodivergent-friendly policies see higher employee retention, increased productivity, and greater innovation (Harvard Business Review, 2023). But how does your workplace measure up?

Take the ND-Friendly Workplace Quiz

Our quick, 5-question quiz helps employers and employees assess whether their work environment truly supports neurodivergent individuals. It covers:

• Flexibility in scheduling and workflow
• Sensory accommodations for focus and comfort
• Meeting structure and communication styles
• Support from leadership
• Expectations around productivity and deadlines

At the end of this short quiz, you’ll receive a score-based evaluation that falls into one of four categories, along with actionable insights on how to improve workplace inclusion.

Understanding Your Quiz Results (And What to Do Next)

🚨 0-10 Points: Not ND-Friendly – Major Changes Needed

Your workplace likely follows rigid, neurotypical standards that make it difficult for neurodivergent employees to thrive. This can lead to burnout, exclusion, and high turnover.

Action Steps:

• Educate leadership on neurodivergence in the workplace with workshops or ND-focused HR training.
• Start small with flexible accommodations like adjustable work hours or quiet spaces.
• Encourage open conversations about neurodiversity, so employees feel comfortable requesting support.

⚠️ 11-20 Points: Somewhat ND-Friendly – Room for Improvement

Your workplace has made some efforts to accommodate neurodivergent employees, but gaps remain. You may have flexibility in some areas, but other aspects—like meeting overload or rigid deadlines—still create challenges.

Action Steps:

• Audit workplace policies to identify key barriers for ND employees (rigid schedules, open office noise, etc.).
• Introduce ND-friendly tools, such as meeting-free focus time or project management platforms with visual organization (e.g., Trello, Tiimo).
• Train managers on how to work with neurodivergent employees effectively.

✅ 21-30 Points: ND-Aware – Solid Foundation, But Keep Evolving

Your workplace is actively making efforts to be inclusive, and it shows! You offer some flexibility, accommodations, and awareness training, but there’s still room to refine and optimize support structures.

Action Steps:

• Seek direct input from neurodivergent employees on what’s working and what’s not.
• Expand flexibility options, such as deadline adjustments and sensory-friendly office spaces.
• Implement mentorship programs where ND employees can connect with leadership for advocacy and support.

🏆 31-40 Points: ND-Inclusive Leader – Your Workplace is Setting the Standard

You’re ahead of the curve! Your workplace actively supports neurodivergent employees, fostering a culture of inclusion, flexibility, and accessibility. This leads to higher job satisfaction and retention for all employees.

Next-Level Action Steps:

• Share your success with other organizations by writing about your ND-inclusive policies.
• Consider ND hiring programs, such as Microsoft’s Autism Hiring Initiative or IBM’s Neurodiversity Squad.
• Keep evolving by staying up-to-date on best practices and feedback from your team.
• Reach out to our team. If you're an HR manager and would like to utilize the Divergent team's insight and expertise, reach out.

Why Neurodivergent-Inclusive Workplaces Benefit Everyone

Creating a truly ND-friendly workplace isn’t just about inclusion—it’s about unlocking potential. When companies remove unnecessary barriers, all employees—ND and neurotypical alike—benefit from clearer communication, flexible structures, and a healthier work culture.

If your workplace didn’t score as high as you’d like, don’t panic! 

Small changes make a big impact. Start with one actionable step from your results, and build from there.