Neurodiverse vs. neurodivergent: Understanding neurodiversity in the workplace and why it matters
We all think, learn, and experience the world in different ways. There’s no one “right” way to do it, and that’s what makes each of us unique. People process information differently, and that mix of perspectives is what makes workplaces stronger, more creative, and more inclusive.
You might have heard the terms ‘neurodiverse’ and ‘neurodivergent’ used interchangeably, but they actually have different meanings. When employers understand the difference, it opens the door to more inclusive and supportive workplaces where everyone can thrive.
Keep reading to learn the difference.
What is neurodiversity?
Neurodiversity is the idea that brain differences are a natural and valuable part of human diversity. Just like people have different personalities, skills, and interests, we also have different ways of thinking and learning.
What is neurodivergence?
Neurodivergence refers to individuals whose brains function differently from what society considers “typical.” It can include autism, ADHD, dyslexia, dyspraxia, and other cognitive differences.
Being neurodivergent doesn’t mean something is wrong. It simply means a person thinks, learns, and processes information in a way that differs from societal expectations and norms.
Neurodivergence refers to the state or concept of being neurodivergent rather than a term for describing a person or group.
Neurodiverse vs. neurodivergent: What’s the difference?
Understanding the difference between neurodiverse and neurodivergent helps create workplaces where neurodivergent employees feel genuinely supported, not just included.
What does neurodiverse mean?
‘Neurodiverse’ refers to a group of people with different ways of thinking and processing information, including both neurodivergent and neurotypical individuals (Reframing Autism). This means it does not apply to an individual. A neurodiverse workplace includes a mix of neurological profiles, bringing together both neurodivergent and neurotypical employees.
Neurodiverse describes a group that includes both neurodivergent and neurotypical individuals.
What does neurodivergent mean?
Reframing Autism describes the term “neurodivergent” as individuals whose brains function differently from what is typically expected.
Neurodivergent refers to an individual.
Why understanding neurodivergence matters in the workplace
Neurodiversity isn’t about labelling people as ‘different’ or expecting them to change. It’s about recognising that we all think and learn in our own way. Recognising neurodivergence in the workplace means understanding that diverse ways of thinking bring unique strengths and challenges.
When workplaces embrace neurodiversity, they open the door to new ideas, fresh perspectives and different ways of solving problems. Supporting neurodivergent employees doesn’t just benefit individuals. It helps build stronger teams and makes businesses more inclusive, innovative and productive.
In Australia, programs like Australian Spatial Analytics (ASA) are already making a difference, employing more than 150 neurodivergent people in geospatial and digital engineering roles.
The Integrated Employment Success Tool (IEST), developed by the Curtin Autism Research Group, is another valuable resource. It was designed to assist employers provide support and environmental modifications for employees with Autism. The IEST is available for download free of change from: The Integrated Employment Success Tool (IEST) | Autism CRC
WISE IDEA, an initiative of WISE Employment, has also developed a pilot program, Workplace Interaction Program. It supports employees with mental health conditions and co-occurring autism spectrum disorder by building confidence and communication skills. The program also strengthens the capability of employers and supporters to create more inclusive environments.
By building workplaces where every employee can thrive, businesses unlock the full potential of their teams.
How employers can create a neurodiversity-friendly workplace
Employers can take simple, meaningful steps to help neurodivergent employees feel supported at work. This can include:
- Making the workplace more comfortable by offering quiet spaces, adjusting lighting or noise, and using tools or tech that suit different ways of working
- Keeping communication clear by using simple language, writing things down as well as saying them, and sharing meeting agendas ahead of time
- Being consistent by giving plenty of notice if plans change and being clear about what’s expected in each role
- Building an inclusive team culture by asking what support someone needs instead of assuming, offering training around neurodiversity, and encouraging peer support or mentoring
Creating a neurodiversity-friendly workplace starts before someone even joins your team. For practical tips on inclusive hiring, check out our key considerations for hiring neurodiverse talent.
How WISE supports neurodivergent individuals and inclusive workplaces
At WISE Employment, we believe that everyone deserves the opportunity to succeed at work. That’s why we support both neurodivergent job seekers and employers in creating workplaces where diverse ways of thinking are valued.
We provide:
- Personalised support to help neurodivergent job seekers find meaningful employment that matches their skills and strengths
- Workplace adjustments and strategies to help neurodivergent employees thrive in their roles
- Guidance for employers on how to create an inclusive, supportive environment that creates space for neurodiverse talent
Through WISE IDEA, we also offer evidence-based programs and tailored support for people living with mental health conditions. This includes cognitive and vocational programs, workplace adjustments, and practical advice to help both job seekers and employers.
If you’re a neurodivergent job seeker looking for meaningful employment or an employer wanting to build a more inclusive workplace, WISE is here to help.