How to Talk About Neurodiversity at Work (Without Getting it Wrong)

At The Ground Up Project, we believe inclusion goes beyond access; it is about culture. Many of the young people we support have faced stigma from outdated or harmful language.

The words we use matter. They shape how people feel, how they are understood, and how welcome they are in the workplace.

This blog explores how to talk about neurodiversity at work in a confident, respectful, and inclusive way.

Why Language Around Neurodiversity Matters

Language is powerful. It can open doors or build barriers. Using inclusive and neuroaffirmative language helps create workplaces where everyone feels respected and valued for who they are.

Unfortunately, some terms and phrases that were once common are now recognised as outdated or stigmatising. Learning the right language is not about being “politically correct”; it is about showing respect and fostering understanding.

A study by the CIPD found that while 76% of employers want to support neurodivergent staff, many feel unsure about the right terminology to use. By learning more about neurodiversity etiquette, you can help make your workplace more confident, kind, and inclusive.

Inclusive Communication: Tips for Talking About Neurodiversity

• 1. Listen first

  Every neurodivergent person’s experience is unique. If you are unsure what language someone prefers, ask and listen carefully to their response.

• 2. Use identity-first language where preferred

  Many people in the UK prefer identity-first language (for example, autistic person rather than person with autism), as it reflects pride in who they are. However, always respect individual preferences.

• 3. Avoid medical or deficit-based terms

  Instead of saying someone “suffers from” or “has a condition”, talk about differences and strengths. For example:

  • ❌ “He suffers from ADHD.”

  • ✅ “He is an autistic employee who brings creativity and focus to his work.”

• 4. Be mindful of tone and assumptions

  Avoid making neurodiversity a topic of pity or inspiration. Neurodivergent people do not need to be “fixed” or “overcome challenges” to be valued.

• 5. Celebrate strengths and differences

  Neurodiversity means everyone’s brain works differently, and those differences are valuable. Framing conversations positively helps shift the culture from awareness to acceptance and appreciation.

Getting It Right From the Ground Up

At The Ground Up Project, we are helping employers and communities build inclusive workplaces, starting with understanding. Our training and supported internship programmes help young neurodivergent people gain confidence, skills, and meaningful employment.

When we talk about neurodiversity with respect and curiosity, we move one step closer to a world where everyone belongs.

Key Takeaways

• Language matters. The way we talk about neurodiversity shapes inclusion, belonging, and respect at work.

• Ask, don’t assume. Everyone’s preference for how they are described may differ. Listen and follow their lead.

• Focus on strengths. Avoid language that frames neurodivergence as a problem or disorder.

• Be consistent and kind. Inclusive communication is not about getting every word perfect; it is about creating a culture of respect.

• Keep learning. Language evolves. Stay curious and open to new understanding.

Download our “Glossary of Respectful, Neuroaffirmative Terms” through the button below to learn more about what each term means and when to use it.

Let’s build inclusion from the ground up, one conversation at a time.