What happens when your organisation finally starts hiring neurodivergent talent… only to watch them quietly slip away?
Despite growing awareness and investment in diversity and inclusion, neurodivergent talent continue to leave workplaces at disproportionate rates. And often, it’s not because they’re under-qualified or underperforming but because your systems and culture weren’t built for them to stay.
Neurodiversity isn’t a buzzword. It’s the future of work. But without understanding why neurodivergent talent leaves and what your retention strategy might be missing, you risk losing out on some of the most innovative, resilient, and creative minds in your workforce.
The Data is Clear. We’re Failing Neurodivergent Talent
In the 2025 City & Guilds Neurodiversity Index, 41% of neurodivergent employees reported that workplace challenges, like burnout, feeling undervalued, and poor manager relationships, impact them on most days. Over half had to take time off due to these issues.
Birkbeck University and found that career satisfaction and psychological safety were the top drivers of whether neurodivergent staff chose to stay or leave. Crucially, adjustments alone were not enough.
Add to this the fact that:
63%
of neurodivergent employees mask at work to avoid judgement. Resulting in anxiety and fatigue.
64.7%
fear stigma or discrimination from management as a barrier to disclosing or asking for support.
70%
have not been offered formal adjustments as an additional feature of their employment.
So, Why Are They Leaving?
1.
They’re Burning Out
Many neurodivergent employees “mask” their traits to conform to workplace norms. This leads to exhaustion, anxiety, and disengagement over time.
2.
They Don’t Feel Safe to Disclose
In one study, 37% feared being stereotyped and 34% felt there was too much stigma to disclose their neurodivergence. Disclosure should never be a prerequisite for support, but in many workplaces, it still is.
3.
Support Is Generic or Absent
Adjustments are often reactive and standardised. But one-size-fits-all support simply doesn’t work. Less than 12% of employees say the support they receive is tailored to their needs.
4.
Managers Don’t Know What to Do
Only 46% of managers feel confident supporting neurodivergent employees and training is either one off events or only focusing on ADHD or Autism.
5.
Culture Rewards Conformity, Not Difference
When neurodivergent professionals are promoted less often, excluded from decisions, or made to adapt constantly to neurotypical norms, they leave. Not because they aren’t capable, but because they’re not included.
What Your Retention Strategy is Missing
Most HR leaders think adjustments are the solution. But here’s what the evidence says:
- Psychological safety is a greater predictor of retention than formal accommodations.
- Tailored support is more effective than generic EDI policies.
- Manager relationships and career satisfaction drive loyalty far more than awareness training alone.
If neurodivergent talent is leaving your organisation, it’s not about them. It’s about the lack of systems, training, and leadership to make them feel valued.
This Isn’t Just an Inclusion Issue. It’s a Business Risk
Tribunals relating to neurodiversity are rising year on year.
And as Gen Z enters the workforce, many of whom expect neuroinclusion as standard, your ability to attract and retain this talent is critical to remaining competitive.
Neurodivergent professionals bring the very skills your business needs: innovation, resilience, and problem-solving. But only if your culture allows them to thrive. To move from awareness to action, organisations must:
Audit your retention strategy through a neuroinclusive lens
Invest in manager training that builds confidence, not just knowledge
Design adjustments around people, not policies
Embed psychological safety into your culture, not just your communications
Want to Retain Your Neurodivergent Talent?
We’ve created a practical guide to help HR leaders identify the hidden barriers driving neurodivergent employees away and what to do instead. This guide unpacks:
The top reasons neurodivergent talent leave
What your workplace might be missing
Practical steps to improve retention and inclusion
Fill in the form below to receive your copy by email.
Ready to create a workplace where neurodivergent employees can thrive and stay?
