This article is a sponsored by TetraLogical Neurodivergent needs are often considered as an edge case that doesn’t fit into common user journeys or flows. Neurodiversity tends to get overlooked in the design process. Or it is tackled late in the process, and only if there is enough time. But people aren’t edge cases. Every person is just a different person, performing tasks and navigating the web in a different way. So how can we design better, more inclusive experiences that cater to different needs and, ultimately, benefit everyone? Let’s take a closer look. Neurodiversity Or Neurodivergent? There is quite a bit of confusion about both terms on the web. Different people think and experience the world differently, and neurodiversity sees differences as natural variations, not deficits. It distinguishes between neurotypical and neurodivergent people. Neurotypical people see the world in a “typical” and widely perceived as expected way. Neurodivergent people experience the world differently, for example, people with ADHD, dyslexia, dyscalculia, synesthesia, and hyperlexia. According to various sources, around 15–40% of the population has neurodivergent traits. These traits can be innate (e.g., autism) or acquired (e.g., trauma). But they are always on a spectrum, and vary a lot. A person with autism is not neurodiverse — they are neurodivergent. One of the main strengths of neurodivergent people is how imaginative and creative they are, coming up with out-of-the-box ideas quickly. With exceptional levels of attention, strong long-term memory, a unique perspective, unbeatable accuracy, and a strong sense of justice and fairness. Being different in a world that, to some degree, still doesn’t accept these differences is exhausting. So unsurprisingly, neurodivergent people often bring along determination, resilience, and high levels of empathy. Design With People, Not For Them As a designer, I often see myself as a path-maker. I’m designing reliable paths for people to navigate to their goals comfortably. Without being blocked. Or confused. Or locked out. That means respecting the simple fact that people’s needs, tasks, and user journeys are all different, and that they evolve over time. And: most importantly, it means considering them very early in the process. Better accessibility is better for everyone. Instead of making decisions that need to be reverted or refined to be compliant, we can bring a diverse group of people — with accessibility needs, with neurodiversity, frequent and infrequent users, experts, newcomers — in the process, and design with them, rather than for them. Neurodiversity & Inclusive Design Resources A wonderful resource that helps us design for cognitive accessibility is Stéphanie Walter’s Neurodiversity and UX toolkit. It includes practical guidelines, tools, and resources to better understand and design for dyslexia, dyscalculia, autism, and ADHD. Another fantastic resource is Will Soward’s Neurodiversity Design System. It combines neurodiversity and user experience design into a set of design standards and principles that you can use to design accessible learning interfaces. Last but not least, I’ve been putting together a few summaries about neurodiversity and inclusive design over the last few years, so you might find them helpful, too: ADHD Autism Children Colorblindness Deafness Dyscalculia Dyslexia Legibility Left-Handed Users Mental Health Motivation Older Adults Screen Readers Teenagers A huge thank-you to everyone who has been writing, speaking, and sharing articles, resources, and toolkits on designing for diversity. The topic is often forgotten and overlooked, but it has an incredible impact. 👏🏼👏🏽👏🏾

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.”