While estimates of the percentage of neurodivergent people globally typically range from 15–20%, new survey results from neurodiversity advocacy and support nonprofit Understood suggest that the true percentage of neurodivergent adults may be higher. For one, more people are being diagnosed with ADHD and autism and other conditions that fall under the umbrella of neurodivergence. But more people may also be self-identifying as neurodivergent—especially in younger generations. Deloitte’s 2023 Gen Z and Millennial Survey showed that 53% of Gen Z self-identify as neurodivergent. “The people who identify or have symptoms of [neurodivergence], will far exceed the most conservative estimate of those who have been actually diagnosed,” says Nathan Friedman, copresident and chief marketing officer of Understood. He suggests that barriers such as high psychiatry costs and the misdiagnosis of neurodivergent women might prevent individuals from pursuing (or acquiring) a formal diagnosis. In April, Understood conducted a weighted survey of over 2000 U.S. adults, 659 of whom identify as neurodivergent. Thirty-one percent of respondents had at least wondered if they were neurodivergent although only 11% had received an official diagnosis.  Stigma around requesting accommodations  In a recent ResumeGenius poll of 1000 hiring managers, 86% claim that disclosing neurodivergence in an application would have either a positive or neutral effect on their hiring decision. But Understood’s research suggests that neurodivergent workers have real concerns. In the survey, 64% of employed U.S. adults agree that people speak about their neurodivergence at work more openly now, but 70% agree there’s a stigma around asking for workplace accommodations. That’s a 10% increase from their results last year.  Among those workers who have requested accommodations, only 56% received ones that actually improved their work experience. One in four got accommodations that weren’t helpful, one in five were outright denied, and nearly one in five later regretted asking. “Asking for accommodations doesn’t necessarily mean you’re unable to perform or you’re unable to achieve the results of what’s expected,” says Friedman. The accommodations that workers typically ask for are simple to implement, he says. “Accommodations could be anything from a flexible work environment to changing desks . . . [These] are pretty simple things that can help somebody improve how they work, the output of their work, and their feeling about how they work.” Despite this, 15% of respondents said they had lost a job, were demoted, or lost a job opportunity after asking for accommodations. Part of this increase in perceived stigma may be connected with the Trump administration’s attacks on DEI in the workplace. In fact, the survey results show that 64% of U.S. adults believe DEI program rollbacks will make it more difficult for people to access workplace accommodations. “Difference right now is not seen as a good thing—regardless of where you’re at,” says Friedman. What can be done Reducing stigma and improving the efficacy of workplace accommodations starts with proper education about neurodivergence in the workplace. “We hear so many stories about individuals who don’t have the right accommodations and are let go because they don’t have what’s needed to do their job,” says Friedman. “So providing the education, providing the pathway to get an accommodation, and delivering the accommodations are all required.” This is especially crucial as Gen Z now outnumbers boomers in the workplace. “Over 50% of Gen Z believes they are neurodivergent,” says Friedman. “If you’re a company of 10,000 people, that’s upwards of 5,000 people that you could get a better work product from. . . . So [offering accommodations] is a win for everyone.”