Tracie Carter explains from a personal perspective why tech companies should be embracing neurodiversity

The world of technology is often seen as a haven for those who are neurodivergent, perhaps due to the industry’s emphasis on logic, innovation and problem-solving. People with conditions such as autism, AD(H)D and dyslexia often hold unique cognitive skills that can align very well with the demands of technology roles. Yet research suggests that despite often possessing highly valuable tech capabilities, neurodivergent people regularly encounter barriers to both entry and advancement within the industry.

This is a subject close to my heart, as one of my sons has Attention Deficit Disorder (ADD). At school he was labelled a dreamer, accused of being constantly distracted, and suffered as a result of not receiving the type of education a neurodivergent individual requires. Despite that, having finally been assessed at the age of 14, he went on to achieve 9 GCSEs at Grade C/5 and above, and the equivalent of 3 A Levels.

Like many neurodivergent people, however, his journey to work has not been an easy one, because employers were either unwilling or unable to optimise his undoubted knowledge and skills or support his working preferences.

Why are some organisations letting talented individuals pass them by when they could be reaping the many rewards there to be had if they did more to accept, accommodate and learn? Let’s take a look…

Lack of awareness

One of the most significant barriers to neurodiversity in the workplace in general is widespread lack of understanding and awareness. Up to 20% of the population is thought to be neuro non-typical. Despite growing conversations around inclusion, many employers still hold outdated beliefs, such as the misconception that hiring neurodivergent individuals may negatively impact business performance.

This may partly explain why, according to NeurodiversityUK, between 30% and 40% of neurodivergent people are unemployed. This figure could be wildly inaccurate, however, as many people do not register their disability. Figures suggest that the number of neurodiverse people out of work is 3 times higher than unemployment rates for those with other disabilities and 8 times higher than those without disabilities.

Far from undermining business success, one study found that neurodiverse teams are 30% more productive than neurotypical ones and make fewer errors.

Supporting neurodivergent team members

Sometimes it’s not a lack of talent or ambition that keeps people out of jobs but the recruitment process itself. Traditional interviews tend to prioritise verbal fluency, social cues and rapid responses, all traits that may disadvantage neurodivergent applicants. At Damia Group, we’re committed to inclusive talent sourcing practices, which not only attracts more applications from neurodivergent individuals but also strengthens a tech company’s commitment to social responsibility and boosts competitive edge.

Once in a role, the work environment may not be designed to accommodate different cognitive needs.

Experiencing exclusion or misunderstanding at work can have a profound effect on a person’s mental health, career progression and overall sense of belonging. Feelings of isolation, inadequacy and emotional distress are common and many neurodivergent employees and consultants end up leaving roles when they don’t feel understood or supported.

Another challenge is the lack of tailored support from employers. Some neurodivergent individuals may benefit from quiet workspaces, structured routines and clear, direct communication. When these needs are not acknowledged or met, employees can begin to feel overwhelmed; they may feel that they simply don’t fit the environment and eventually decide to leave.

To change this, it pays to take a proactive approach, such as creating and implementing inclusive, adaptable work environments and making reasonable adjustments, like offering flexible work arrangements or revising communication practices. These steps can make a huge difference in helping neurodivergent talent succeed and thrive.

Opportunities for the tech industry

Failing to include and support neurodivergent talent isn’t just a missed opportunity for organisations – it’s a loss for the entire industry. Many neurodivergent professionals excel in tasks requiring attention to detail, innovative thinking and data analysis – all key skills in today’s tech landscape.

Yet despite these advantages, organisations have been slow to adapt. While 87% of technology leaders acknowledge that neurodiversity is a top priority, only 21% have actually changed their hiring practices to be more inclusive.

The workplace itself can also be a barrier. Sensory challenges such as noisy open-plan offices can significantly impact productivity. For example, hearing someone talking while trying to read or write can reduce everyone’s productivity by up to 66%, and can be especially challenging for those with AD(H)D or auditory processing differences.

The way forward

The good news is that many tech companies, such as Microsoft, IBM & DXC Technologies, are beginning to recognise the competitive advantage that neurodiversity can bring. Some industry leaders have launched dedicated neurodiversity hiring programmes, focused on creating supportive, structured environments where neurodivergent talent can thrive.

The tech industry’s reliance on logical reasoning, pattern recognition and systems thinking aligns well with many neurodivergent strengths. In fact, for individuals with AD(H)D, autism, or dyslexia, tech roles can offer fulfilling and successful career paths if employers are willing to make space for them.

Inclusion benefits everyone

Building a neurodiverse workforce is about smart business. Inclusive teams are more innovative, resilient and representative of the world around us. By investing in education, rethinking hiring practices and building truly supportive environments, tech companies can unlock the full potential of an often-overlooked talent pool.

Now it’s time for the tech industry to move beyond awareness and take meaningful action. Neurodivergent individuals don’t need to change who they are to fit the workplace – the workplace needs to evolve to embrace the strengths they bring.

In my son’s situation, the impact of ignorance around neurodivergence has resulted in significant mental health issues, and a strong belief that permanent employment is not for ‘someone like him’. Despite an abundance of creativity, he now believes that the only way forward is self employment, which in itself creates problems for someone with ADD. However, we’re sure that, with the support of family and friends, he will succeed. If nothing else, we hope that his experience propels you to consider these incredibly valuable individuals much more in the future.

About the author

Tracie Carter is a Non Executive Director at Damia Group and a former Global HR Director