Neurodivergent Workers Face Workplace Challenges Despite Hiring Efforts

Companies have intensified commitments to neurodiverse hiring in recent years, with major employers like Microsoft, JPMorgan Chase, and Google Cloud implementing tailored interview processes and manager training. Microsoft's Neurodiversity Program, for instance, utilizes a multi-day interview structure adapted to candidate needs. JPMorgan Chase has reported hiring over 150 neurodivergent employees through similar customized interview methods. Google Cloud has also trained hundreds of managers to better support autistic applicants and improve onboarding accessibility. Palantir launched a fellowship specifically for "exceptional neurodivergent talent" earlier this year. The proportion of job postings in the U.S. that mention neurodiversity has tripled between January 2018 and December 2024, indicating a growing focus on inclusive recruitment.

However, new data from the nonprofit Next for Autism reveals that hiring is only the initial step. A national survey of over 400 autistic employees found that nearly 80% experience challenges with masking, which involves suppressing natural reactions, scripting conversations, and managing sensory overload discreetly. This masking, often a form of self-preservation to meet workplace expectations, can consume as much mental energy as the job itself. The survey also indicated that 81% of autistic employees find navigating workplace social dynamics to be an obstacle, with only 41% feeling safe disclosing their autism at work.

A 2025 EY survey of more than 2000 global workers corroborates these findings, painting a picture of continued strain for neurodivergent employees. This survey revealed that only 25% of neurodivergent employees, encompassing conditions such as autism, ADHD, and dyslexia, feel included in their workplaces. Furthermore, 39% of these employees are planning to leave their current jobs within the next year. While companies are improving their efforts to open doors for neurodivergent talent, the data suggests that many are still struggling to address the ongoing experiences and support needs of these employees once they are hired.