Neurodiversity refers to the natural variation in the human brain regarding sociability, learning, attention, mood and other mental functions.⁴ Conditions such as autism, ADHD, OCD, Tourette syndrome and others fall under the neurodiversity umbrella.

Neurodiverse individuals often face complex health challenges, including a higher likelihood of experiencing comorbid conditions, than their neurotypical counterparts. Below are key health issues that are prevalent among neurodiverse individuals:

For neurodivergent individuals, their issues with health begin when they try to visit a provider. About 35% of these individuals feel their health care needs are not adequately understood or met by providers.⁶ This lack of proper support and understanding leads to inadequate treatment and management of both physical and mental health conditions. As a result, 52% of neurodivergent individuals deliberately avoid seeking medical care, primarily due to negative past experiences with health professionals. Avoidance results in worsening health outcomes, with 47% of those avoiding care reporting a decline in mental health and 33% in physical health.⁶

There are many reasons for these issues. One problem is that health care worker training on neurodiversity is often insufficient, leading to gaps in care and lack of support for neurodiverse individuals. Another consideration is that neurodiverse individuals can have sensory processing sensitivities, which can make medical environments (often characterized by bright lights, loud noises and crowded spaces) more overwhelming. For instance, up to 69% of autistic individuals experience hyperacusis, where every day sounds can be perceived as excessively loud and distressing.¹¹ This heightened sensitivity means that the flickering and buzzing of fluorescent lights, high noise levels, and busy visual patterns of a hospital or doctor’s office can be particularly challenging. Such environments may lead to heightened anxiety and even trauma, exacerbating their health issues rather than alleviating them. Furthermore, they point to the need for health care environments that are more inclusive and aware of neurodiversity.

Despite the fact that issues surrounding neurodiversity are not universally well-understood, there are still valuable initiatives underway that aim to enhance understanding of the needs of neurodiverse individuals and encourage adaptation of inclusive initiatives within clinical practices. In the U.K., for example, the Society for Neurodiversity has designed a template letter that simplifies the disability benefits process for autistic individuals by clarifying their needs to authorities.¹² Similarly, New Zealand's "Health Passport" initiative allows neurodiverse individuals to convey their health preferences and vital information to health care providers effectively.¹³ Such tools showcase the necessity of tailored approaches to support neurodiverse individuals , ensuring that they receive the benefits and accommodations they are entitled to.

Medical plans typically cover a range of treatments and therapies for neurodiverse individuals. Common services include:

Costs associated with neurodiverse employees can vary significantly by diagnosis and comorbid conditions. An estimated 30-50% of autistic individuals suffer from chronic gastrointestinal issues like irritable bowel syndrome (IBS), and 50-70% report chronic pain conditions including fibromyalgia, both of which are very expensive to treat.^16,17 The economic cost of autism in the U.K. is estimated to be £32 billion annually (approximately $41 billion USD). This includes costs related to health care, education and lost productivity.¹⁸

There are also indirect costs related to absenteeism, reduced productivity and higher turnover rates. Neurodiverse employees may require more time off to manage their health conditions or attend medical appointments, leading to increased absenteeism. Nearly half of neurodiverse employees take time off work due to their condition in 1 year which is much more compared to neurotypical employees, highlighting the impact on productivity and attendance.⁷

The following are actions employers can take to support neurodiverse employees in the workplace:

Inclusive Benefits

Work with your medical health plan providers to ensure that comprehensive services are available for neurodiversity-specific therapies and interventions relevant for adults and dependents. This should include coverage for mental health services, occupational therapy and physical therapy. See question #4 for common services. If possible, consider customizing health benefits to allow for the use of alternative therapies and support systems that may not traditionally be covered, such as art therapy, equine therapy or advanced sleep studies, which can serve the varied needs of neurodiverse staff and their dependents.

During the medical vendor RFP process, employers should assess capabilities for mental health benefits that include neurodiverse-trained providers and specialized vendors designed specifically to meet neurodiverse needs. In addition, employers may require their health care vendors to have mandatory training on the specifics of neurodiversity to enhance network providers’ understanding and ability to effectively support neurodiverse individuals. Employers can also ask if their health plans can provide indicators in the provider directories that identify whether providers specialize in neurodiversity. Employers can even consider partnering with specialized providers, either through Centers of Excellence (COE) or point solutions.

If you already have health navigation services in place, ensure that your vendor is equipped to meet neurodiverse needs. Additionally, there are now digital vendors that specialize in navigation services specifically designed for neurodiverse employees, which can complement existing workplace resources.

Tailored Well-being Initiatives

Consider tailoring well-being initiatives that address the unique needs of neurodiverse individuals. These programs could include stress management workshops, sensory-friendly fitness classes and mindfulness sessions that are specifically designed to be inclusive of neurodiverse traits. To ensure that these initiatives are effective, consider partnering with employee resource groups (ERGs), as they can serve as a valuable resource for pilot testing well-being initiatives before full-scale implementation.

Peer-to-Peer Coaches for Neurodiversity

Create roles for peer-to-peer coaches within the workplace who are specifically trained in neurodiversity issues. Peer-to-peer coaches provide direct, empathetic support to neurodiverse employees, helping them navigate health care and benefit resources, and offering guidance on necessary accommodations.

Workplace Accommodations to Support Mental Health

Providing workplace accommodations for neurodiverse employees not only ensures compliance with legal requirements like the Americans with Disabilities Act (ADA) but can also significantly improve the workplace experience of neurodiverse employees. Accommodations, such as flexible work hours, sensory-friendly environments and clear communication, can alleviate anxiety by reducing stimuli and promoting a structured, predictable workday.

Implementing self-service accommodations (such as a list of pre-approved expenses like sound-cancelling headphones and closed captioning software) empowers neurodiverse employees and reduces stress, helping to prevent turnover and the anxiety associated with job instability. In fact, most accommodations come at little to no cost, yet can significantly boost employee productivity and job satisfaction, directly contributing to improved mental health and lower workplace anxiety.

Support Opportunities for Employees

Support neurodiverse employees and employees with neurodiverse dependents through resources like ERGs and caregiving solutions. ERGs dedicated to neurodiversity can provide a sense of community and provide valuable firsthand insights into the specific needs and challenges faced by neurodiverse employees. ERGs can also help identify gaps in existing benefits, suggesting improvements or advocating for services that better meet neurodiverse needs. Along the same lines, caregiving ERGs and resources can provide a network of support for employees. Caregiving support can include practical assistance such as flexible working arrangements, financial support for specialized care and access to professional caregiving services, which help employees balance work responsibilities with caregiving duties more effectively.

Inclusive Communication Guidelines

Neurodivergent individuals often process information differently than neurotypical employees. Implementing varied forms of communication can benefit all employees, especially those who are neurodivergent. In health benefit and well-being communications, it can be helpful to use direct and simple language, minimize jargon and provide multiple forms of instructions (written, verbal and visual). Additionally, incorporating tools such as visual aids, closed captions, meeting recordings and step-by-step checklists has proven to enhance understanding and support diverse learning and processing styles.

For a truly inclusive approach, consider collaborating with ERGs to review and gather input on communication materials to ensure that the language used is respectful, accurate and inclusive.

Education and Awareness

Some employers have invested in neurodiversity awareness training to foster an inclusive workplace. These training courses cover the basics of neurodiversity, the unique strengths and challenges faced by neurodiverse individuals and how to work effectively with neurodiverse colleagues. Educating all employees helps break down stereotypes and reduces stigma, creating a more supportive atmosphere. Some employers have implemented a “Neurodiversity Day.” when training and resources related to neurodiversity are conducted.²²

Inclusive Culture Focused on Strengths

Research indicates that neurodiverse individuals often bring unique skills and perspectives that can enhance workplace productivity and innovation.²³ However, the benefits can only be fully realized in environments that understand and accommodate these differences. Employers like JPMorgan Chase have reported that participants in the company’s neurodiversity programs, designed to leverage the unique strengths and talents of neurodiverse individuals, are 90-140% more productive and make fewer errors than their neurotypical counterparts, demonstrating the potential return on investment for supporting neurodiverse employees.²⁴

As Dr. Lawrence Fung, Associate Professor of Psychiatry and Behavioral Services at Stanford University, emphasized during Business Group on Health's Innovation Showcase, "When we create environments that truly embrace neurodiversity, we unlock the incredible potential and strengths that neurodiverse individuals bring to the table. It is in these supportive spaces that their unique talents can truly shine."