Neurodiversity in Education and Work: Unlocking Potential Beyond the Conventional Approach

Diversity in the workplace is becoming the norm — more and more organisations are prioritising equality across gender, age, and nationality. Yet there’s still a form of diversity that remains largely overlooked: neurodiversity. ADHD, autism spectrum, dyslexia, dyspraxia — these are not just clinical terms. They represent the everyday reality of hundreds of thousands of people in Poland
and millions across Europe. Their unique skills, work styles, and ways of thinking can be a major asset — if we allow them to thrive in environments that understand and support them.

Neurodivergent individuals are already part of our teams — often invisible, yet present.
And yet, we still operate in systems that fail to consider their needs or unlock their full potential. The new Best Practice Guide, Best Practice Guide, a comprehensive international report, offers insight into the state of neuroinclusion across six EU countries, including Poland. Its message is clear: it’s time to move beyond labels and address the structural barriers.

In Poland, only a small percentage of autistic adults are employed. The education system isn’t much better: despite policies supporting inclusion, schools and universities still lack the tools and awareness to support students with individual learning needs. Instead of leveraging their strengths, we often marginalise neurodivergent learners and professionals in classrooms, lecture halls, and project teams.

By contrast, in countries like Ireland and Italy, neurodiversity in the workplace is becoming part of HR and leadership agendas. Mentoring programs are expanding, and reasonable accommodations are increasingly implemented in the workplace.
Poland is also making progress, with more grassroots initiatives emerging, but we still need systemic support and broader scale.
grassroots initiatives emerging, but we still need systemic support and broader scale.

Including neurodivergent talent isn’t just about fairness — it’s a smart business and innovation strategy.. Research shows that teams that embrace neurodiversity often outperform others in creativity, problem-solving, and employee retention. But success depends on one key factor: organisations and institutions must be willing to listen, adapt, and learn.

• Start with education – training in neuroinclusion and inclusive education is essential for leaders, HR, educators, and university staff.
• Design flexible processes – from alternative interview formats and mentoring to quiet spaces and more inclusive learning models.
• Change the narrative – treat neurodivergence not as a problem, but as a valuable asset.