The role of technology in the workplace has rapidly evolved, and artificial intelligence (AI) has become a powerful tool driving efficiency, decision-making, and even hiring practices. But as companies rush to integrate AI into their operations, there’s growing concern about how these technologies might impact neurodivergent employees. The latest news has highlighted both the promise and the peril of AI in relation to diversity, sparking a timely discussion on how employers can leverage AI to support, rather than marginalise, neurodiverse talent.

Recent headlines have focused on AI’s role in recruitment, with many companies using machine learning algorithms to screen resumes, evaluate candidates, and even assess cognitive traits during interviews. While these innovations aim to streamline processes and remove human bias, they can often inadvertently reinforce biases against neurodivergent individuals. This blog will dive into how AI technologies are affecting neurodiverse hiring and workplace practices and will provide strategies employers can adopt to ensure that AI is used to foster inclusion rather than exclusion.

The AI and Neurodiversity Dilemma

A major concern with AI is that it tends to replicate and even magnify the biases present in the data it’s trained on. If neurodivergent individuals are underrepresented in the workplace—or represented in a way that is misunderstood—AI systems may learn to overlook or penalise them in recruitment and performance evaluations. This can occur in several ways:

1. Recruitment Algorithms: Many companies are utilizing AI to sift through resumes and select candidates that meet predetermined criteria. These algorithms, however, are often trained on historical hiring data. If the company has not traditionally hired neurodivergent individuals, or if neurodivergent traits were perceived negatively in past hiring decisions, the AI may continue to filter out candidates who display those characteristics.
2. Cognitive and Behavioral Assessments: Some companies are incorporating AI to analyse video interviews or even facial expressions to assess a candidate’s “fit” for the organisation. Neurodivergent individuals, particularly those on the autism spectrum, may struggle with traditional communication cues such as eye contact or specific body language, leading to inaccurate or unfair evaluations by AI tools that rely on neurotypical standards.
3. Performance Monitoring: AI-driven performance tools may track employee output, communication patterns, or social interactions. Neurodivergent employees who work differently—whether they need extra time to process information, prefer written over verbal communication, or struggle with certain interpersonal dynamics—may be flagged as less effective, even though they could be performing their role well in their own way.

The challenge for employers is clear: AI holds enormous potential to improve recruitment and workplace practices, but it needs to be implemented with a clear understanding of its limitations and potential biases.

Why It Matters Now

Several recent incidents have put this issue into the spotlight. In September 2024, it was reported that one of the world’s largest tech companies had suspended the use of its AI recruitment tool after it became apparent that it was disproportionately rejecting neurodiverse applicants. The company’s AI was using traditional markers of communication skills—such as the ability to maintain eye contact and deliver enthusiastic verbal responses during interviews—as key indicators of suitability for customer-facing roles. This inadvertently disqualified many autistic candidates, even though those same individuals excelled in analytical and problem-solving tasks that were crucial to the role.

Another example involved a financial services firm using AI to monitor employee productivity. Neurodivergent employees, including those with ADHD, found themselves being penalised by AI-driven time management software that flagged “distracted” or “unfocused” behaviour. However, what the software didn’t account for was that these employees were simply working differently—using short bursts of intense focus with frequent breaks, a pattern that often enhances their overall productivity. These cases underscore the need for a more nuanced approach to AI in the workplace, particularly when it comes to neurodiversity.

How Employers Can Address the AI-Neurodiversity Intersection

So, what can employers do to ensure AI systems are more inclusive? Here are five strategies to consider:

1. Understand the Data: When implementing AI in recruitment or performance management, it’s crucial to understand the data the system is trained on. If neurodivergent employees or candidates are underrepresented in the data set, the AI will reflect this. Employers should make a conscious effort to diversify the data used to train AI systems to ensure it reflects a wide range of working styles and neurocognitive profiles.
2. Tailor Recruitment Algorithms: Companies should work with vendors to customise AI recruitment tools to account for neurodiverse candidates. This might involve adjusting the weight given to traditional “soft skills” like communication style and considering alternative markers of job performance, such as problem-solving abilities, creativity, and focus.
3. Introduce AI Audits: Periodically auditing AI systems for bias is key to maintaining an inclusive environment. This includes reviewing how the AI is screening candidates, evaluating performance, and flagging potential biases that disproportionately affect neurodiverse individuals. This proactive approach can help mitigate unintentional discrimination before it becomes a larger issue.
4. Human Oversight is Essential: AI should not fully replace human judgment, particularly in areas where neurodiversity is concerned. Human oversight is necessary to ensure that AI-generated recommendations are aligned with a more inclusive, person centered approach. For example, recruiters should be trained to override the system’s automatic rejections if they spot candidates whose neurodivergent traits may have been unfairly penalised.
5. Adjust Performance Metrics: For neurodivergent employees, traditional performance metrics such as social interaction or time management may not fully capture their contributions. Employers should adapt their AI-driven performance tools to reflect the diverse ways people work. This could involve giving employees more control over how they are assessed, with a focus on output rather than process.

A Look to the Future: AI as a Tool for Empowerment

While much of the focus has been on the risks AI poses to neurodiversity, it’s important to acknowledge the potential benefits. When used thoughtfully, AI can be a powerful tool for supporting neurodivergent employees. For instance, AI-driven tools can provide real-time assistance in tasks like communication, organisation, and focus management—areas where neurodivergent individuals may require extra support.

Some companies are already piloting AI-powered platforms designed specifically for neurodivergent employees. These platforms use machine learning to identify when a user might be struggling with a task and offer tailored support, such as breaking down complex instructions or suggesting alternative ways to approach a problem. By developing AI in a way that considers neurodiverse needs from the outset, companies can create environments where all employees can thrive.

Conclusion: The Path Forward

As AI becomes an integral part of the modern workplace, the potential for both positive and negative impacts on neurodiverse employees is clear. Employers have a responsibility to ensure that the technologies they implement are designed and used in a way that fosters inclusion rather than exclusion. By taking proactive steps to address AI bias, adjust performance metrics, and implement human oversight, companies can harness the power of AI while supporting the diverse cognitive strengths of their workforce.

Neurodiversity is not a challenge to be solved—it’s an opportunity to rethink how we value different types of thinking and working. In the age of AI, embracing neurodiversity will not only make workplaces more inclusive but also more innovative, creative, and resilient in an ever-changing world.