Research highlights need for neuroinclusive support in Irish workplaces
Employers should take heed of the findings of a new report on the experiences of neurodivergent employees in Ireland today, writes Mark Scully
On 27 January 2026, Dublin City University published a report outlining the findings of one of the largest surveys to date examining the experiences of neurodivergent people working in Ireland today.
Titled Awareness is one of the big things but then after awareness it’s action, right? Guidelines to tackling barriers in the workplace for neurodivergent people, the report is co-authored by DCU’s Dr Laura Gormley, Dr Aoife Brennan, Dr Izzy Fox and Dr Christina O’Keeffe.
They surveyed more than 1,500 employees across three corporate workplaces in Ireland and carried out six focus group sessions with neurodivergent employees from these workplaces.
Before jumping into the report findings, it will be useful to set the scene and recap some key terms of relevance here.
Neurodiversity: key terms
Neurodiversity refers to the diversity of human minds and the infinite variation in neurocognitive functioning within our species. All of our brains are different, and neurodiversity merely states this fact.
Neurodivergent means having a mind that functions in ways that diverges from dominant societal norms. It is not a medical term or diagnosis—i.e. a doctor does not diagnose somebody as “neurodivergent”. Instead, it is a social construct, a term created by neurodivergent people for neurodivergent people to assert a common identity.
Neurodivergence: a neurodivergence is the reason why a person’s mind diverges from that of the societal standard. While typically associated with neurodevelopmental differences present from a young age—e.g. autism, ADHD, dyslexia etc—there are many other types of neurodivergence, including those acquired through stroke or brain injury, for example, and psychiatric health matters.
Person first versus identity first language: some neurodivergent people prefer person first language (e.g. person with autism) as opposed to identity first language (e.g. autistic person). Others have no preference at all. I will use these terms interchangeably in this article.
Why neuroinclusion in the workplace matters
While the oft quoted estimate is that 15-20 percent of the population is neurodivergent, this represents a best estimate from leading academic Nancy Doyle, writes Mark Scully.
What we can say for certain is that the prevalence rates of particular neurodivergences are increasing.
For example, the Department of Education has updated its internal modelling to include an estimated five percent prevalence rate for autism, up from one to one-and-a-half percent historically.
Employers need to understand how best to work with and engage a neurodivergent workforce if they wish to compete for talent in the market.
Many neurodivergences constitute disabilities under the Employment Equality Acts 1998–2021.
Accordingly, while an employee identifying as neurodivergent does not trigger a legal obligation, disclosure of the underlying neurodivergence (e.g. autism, ADHD, dyslexia) can trigger legal obligations to prevent discrimination on disability grounds and to provide reasonable accommodations.
Research shows that, when employee wellbeing improves, productivity increases.
Neurodivergent people often face mental health challenges due to the pressure of masking their traits.
Creating an inclusive environment helps reduce this stress. This not only supports their wellbeing but also leads to fewer sick days and better employee retention.
Analysis of the DCU report
Three hundred and ninety-four of the respondents who took part in the DCU report identified as neurodivergent.
Commonly reported neurodivergences included autism, ADHD, dyspraxia, obsessive compulsive disorder, dyslexia, dyscalculia, sensory processing issues and depression, among others.
The research and focus group findings are useful in demonstrating a direct comparison in quantitative metrics between neurodivergent and non-neurodivergent groups within the same working environments, and for providing rich insights into the experiences of neurodivergent employees in the corporate workplace in Ireland.
The full findings and recommendations outlined in the report are too long to repeat here, but I will extract the most salient points from my perspective.
Mental health
The survey found that the wellbeing of neurodivergent employees is significantly poorer than that of their colleagues, with 18.5 percent of neurodivergent employees likely experiencing significant levels of depression (according to the World Health Wellbeing Index WHO-5).
This is not surprising. If organisations wish to be serious about safeguarding mental health for their people, they need to be serious about neuroinclusion.
Physical environment
The sensory environment (i.e. light, noise etc) is overwhelming for some neurodivergent employees, the DCU report found.
Employers should consider ways and means of mitigating sensory overload in the design and layout of offices, particularly open-plan environments.
The research notes that these findings echo research carried out by Codex in their Neuroinclusion in the Workplace Report 2025, which I was proud to co-author.
Neurodiversity training
As a neurodiversity training provider, I am biased about the benefits of training. As such, I include a direct quotation below from the DCU report. I will let it speak for itself:
“Based on the findings of this study and recommendations from similar research, supporting understanding and empathy across all employees, including company-wide training, is non-negotiable when striving for a neuroinclusive workplace. According to our participants, this will necessarily include tailored training for managers, which should serve to embed a culture of neurodiversity awareness into the workflow of all teams.”
It is important to note here that, in Ireland, the Government’s Work and Access Scheme can subsidise up to 90 percent of the cost of disability (including neurodiversity) training for employees or non-public sector employers.
Embracing universal design
All employees should have access to basic adjustments such as structured communication or task assignment that supports them in their work without having to disclose any neurodivergence.
We should also provide employees with agency over managing their own work schedule, in line with their roles and responsibilities.
Nothing about us without us
While the report proposes several key recommendations, it also notes that it is essential that employers engage in authentic consultations with neurodivergent workers.
This is critical to ensuring action is grounded in the lived neurodivergent experience and supports meaningful and sustainable change with employees.
This requires real buy-in from senior leadership along with mechanisms within the organisation that allow neurodivergent employees to provide feedback so that their voices can be heard.
Overall, the DCU report is a welcome and much needed addition to the Irish literature on the experiences of neurodivergent workers in corporate Ireland. Organisations should take heed.