Plenty of neurodivergent people are doing well at work and want to go further. Career progression, though, often depends on unwritten rules: who gets noticed, how you talk about your achievements, which conversations happen over coffee. Those rules weren’t written with autistic, ADHD, dyslexic or dyspraxic people in mind.
The good news is that the rules can be learned, and many of the barriers can be removed. Here are practical strategies to help you move your career forward.
Know your strengths
Start by getting specific about what you do well. Neurodivergent people often bring strengths such as deep focus, pattern spotting, creative problem solving or a fresh way of seeing a problem. Everyone’s profile is different, though, so don’t rely on generalisations about your neurotype.
Look back over your work. Which tasks come easily? What do colleagues ask you for help with? What have you achieved that others found hard? Write the answers down. They are the raw material for promotion conversations, CVs and interviews.
Get the right adjustments in place
It is hard to show what you can do if the environment is working against you. Reasonable adjustments, such as flexible hours, assistive technology or a quieter workspace, remove barriers so your work speaks for itself.
Think about where you lose the most energy at work. Is it noise, unclear instructions, back-to-back meetings or tight turnarounds? Then look at our list of reasonable adjustment examples and take your ideas to your manager or HR. Employers have a legal duty to make reasonable adjustments for disabled employees, and many neurodivergent people are covered. Acas explains how the duty works.
Adjustments should move with you as your role changes. A reasonable adjustments passport keeps a record you can share with a new manager, so you don’t have to start from scratch after a promotion or move.
Build your network
Mentors and allies can open doors, give honest feedback and help you understand how decisions get made. Start with one or two colleagues you respect and ask if they would be open to the occasional conversation about your development.
Outside your organisation, professional bodies and neurodivergent communities in your field can be a good source of advice and opportunities. If your employer has a neurodiversity network or employee resource group, it is worth joining.
Agree how you communicate best
Clear communication helps you understand expectations and makes sure your contributions are seen. A few habits help:
- ask for clarification when something is unclear, rather than guessing
- ask for important instructions and feedback in writing
- tell your manager how you prefer to communicate, and agree it together
Our working styles guide is a simple way to share how you work best with a manager or team.
Set goals you can measure
Decide where you want to be in a few years, then work back. If you want to manage a team, for example, you might first need experience leading a project or supervising a new starter.
Break big goals into small steps with dates, and review them every few months. Goals should stretch you, but they should also fit the way you work. If a role would mean constant tasks that drain you, it is fine to look for a different route to the same level.
Speak up for yourself
Progression rarely happens just because your work is good. Your manager needs to know what you want and what you have delivered.
- Keep a running list of achievements and the difference they made.
- Raise your career goals in one-to-ones, not just at annual reviews.
- Ask directly about training, stretch projects or new responsibilities.
If you decide to share your neurodivergence, our neurodiversity disclosure statement helps you do it on your own terms.
Protect your capacity
Taking on more is part of progression, but burnout will set you back further than saying no. Be honest with yourself and your manager about your workload.
- Use a to-do list or project tool to keep priorities visible.
- Try time management methods such as the Pomodoro technique or time-blocking, and keep what works.
- Flag early when you are overloaded and ask what can be dropped or delayed.
Coaching can help here too. The government’s Access to Work scheme can fund support for disabled employees, including neurodivergent people. For more ideas, read our 11 tips for career progression.
Choose employers who value difference
Your strategies matter, but so does where you work. Some organisations are genuinely set up to support neurodivergent people to progress. Others aren’t. When you look at your next move, ask about adjustments, development and how people get promoted, and pay attention to the answers.
How Enna can help
Ready for your next step? The Enna jobs board lists roles with employers who want neurodivergent talent, and you can register for job alerts to hear about new vacancies first. If you would like structured support in your current role, our workplace coaching works with neurodivergent employees on goals, communication and progression. It’s worth asking your employer whether they will fund it.
