According to the CIPD one in five Brits are neurodivergent, meaning their brain works in ways that differ from the typical standard, affecting how they process information, communicate, and engage with the world. Several successful high-profile businesspeople have openly stated they are neurodivergent, including Steven Bartlett, Sir Richard Branson and Bill Gates, often citing their condition as a reason why they have become so successful. To help neurodivergent workers feel empowered within the workplace and to foster a positive work environment, office furniture specialists at Furniture At Work have teamed up with People Advisor at Havas UK, Georgia Wilday, to share 5 essential self-care and workplace tips…
1. Creating clear boundaries for work and home
Setting boundaries between work and personal life is essential. This can be even harder with remote working, where our home space often doubles as the place we relax, sleep, or socialise. For neurodiverse people, this challenge is often amplified, as transitioning between tasks and environments can feel more difficult. Something as simple as closing your laptop at a set time and putting it away can create a clear signal that the workday is done.
Some neurodiverse people also experience hyperfocus, which can make it harder to step away or remember to take breaks. This is where small adjustments can really help, for example, setting calendar reminders for lunch or short breaks, and sharing these with your manager and colleagues so they know that time is dedicated to rest and recharge.
2. Coping strategies for when things get overwhelming
Having go-to coping strategies when things get overwhelming makes a huge difference. Personally, I recommend grounding techniques like slow breathing, or something tactile such as holding an object or sipping water. These simple actions help bring me back into the present.
Noise-cancelling headphones can be great for improving focus or reducing sensitivity to background noise and making use of quiet spaces in the office can also be really beneficial, as can blocking out time in your calendar for deep-focus work without distractions.
3. Protecting your downtime
It’s tempting to stay connected while on holiday or even at the weekend, but this often blurs the lines between work and rest. I recommend turning off notifications after hours — or even better, keeping work emails and Teams off your personal phone altogether.
We often talk about the importance of leading by example, whether you’re managing someone who is neurodiverse or not. With flexible working so embedded now, it’s easy to forget that others may work different hours to us. A simple adjustment, like scheduling your messages to send during core working hours, can avoid creating pressure or expectations that people should be available outside of their normal day.
4. Honest conversations that empower
Being upfront with your manager about what you need can feel daunting, but it really pays off. Whether you have a formal diagnosis or not, your company can still provide adjustments and support to help you perform at your best and make work a more comfortable experience.
Another great way to build support is through your company’s employee resource groups. These create space to connect with people who share similar experiences and offer a strong network of encouragement. Having these open, honest conversations not only benefits you, but can also empower others to do the same. When people feel safe to share, it creates a culture where everyone can thrive.
5. Leveraging your strengths to thrive
Neurodiverse individuals often bring unique ways of thinking, problem-solving, and creating that can be a real asset to any team. Spend time figuring out what you’re naturally good at, and don’t be shy about leaning into those strengths. When you do, your confidence grows and your work feels more rewarding. For managers, recognising and nurturing these strengths can transform team performance.
Some traits often found in neurodiverse people can come with both strengths and challenges. For example, attention to detail can lead to excellent accuracy and spotting things others might miss, but it can make it harder to move on from small issues or know when a task is “done.” Setting time limits or having a clear “good enough” marker can help channel these strengths without the unnecessary stress.
For managers, it’s about recognising and celebrating these differences. Regular check-ins, tailored feedback, and flexibility in how work is approached can empower neurodiverse team members to shine. Simple adjustments, like breaking projects into clear stages, offering written as well as verbal instructions, or providing quiet space for focused work — can make a huge difference in helping someone use their strengths to their fullest potential.
Image Credit: Unsplash