AI could unlock neurodivergent disclosure, survey finds
Nearly four in five neurodivergent employees are already using AI tools at work, new research finds, with more than half saying they would be more likely to disclose their condition if specialist AI were offered as a standard workplace accommodation
The annual Neurodiversity at Work survey, conducted by The Harris Poll on behalf of US nonprofit Understood.org, polled more than 2,000 adults. While the research was carried out in the United States, its findings reflect patterns widely recognised in the UK.
AI tools are emerging as a potential catalyst for change. Nearly four in five neurodivergent employees (78%) already use AI at work, significantly outpacing the 59% of neurotypical colleagues who do the same. Over half (56%) say the availability of AI tools has made them more confident applying for senior roles they previously avoided due to administrative demands, and 57% say they would be more likely to disclose their neurodivergence if specialist AI tools were offered as a standard workplace accommodation.
Fear of disclosure is nonetheless rising sharply. Seven in 10 neurodivergent employees (70%) worry that disclosing their condition could negatively impact them at work, up from 59%. The knowledge gap has worsened over the same period: 70% say they have no idea what accommodations they are entitled to, up from 60%, and 60% do not know who to approach in their organisation to request them, up from 49%.
Neurodivergent women face particular barriers. More than one in five (22%) who requested accommodations report being denied, compared with 7% of neurotypical women. Nearly seven in 10 (68%) are afraid to leave their job due to concerns about finding another that will support them, against 37% of neurotypical women. Three in four (75%) feel pressure to mask or conform to neurotypical behaviours at work due to stigma.
"The organisations that act now won't just attract top talent, they'll create more resilient and equitable workplaces for everyone," said Nathan Friedman, co-president of Understood.org.
Awareness is nonetheless growing. Most employed adults (69%) believe their manager understands what neurodiversity is, and 73% say their workplace is accessible for neurodivergent employees. Over four in five (85%) say employers need better education on workplace accommodations, however, pointing to a gap between perceived and actual inclusion.
For UK employers, the findings are a useful benchmark. The Equality Act 2010 already obliges organisations to make reasonable adjustments for disabled employees, a category that includes many neurodivergent conditions. Yet the survey data suggests awareness of entitlements among employees themselves remains low on both sides of the Atlantic. Closing that information gap, rather than simply expanding neurodiversity awareness initiatives, may be the more pressing priority.
