A lot of the conversations around artificial intelligence focus on the negatives, like automation-driven job loss, algorithmic bias, and discrimination, to name a few. But despite worries that these opaque systems may do more harm than good, some say they have the potential to make work easier for neurodivergent individuals — and may help level the playing field.
“As an autistic person with ADHD myself, I find AI invaluable for work,” says Kelly Grainger, a neurodiversity consultant, workplace mediator and co-founder of Perfectly Autistic.
“Autistic individuals may find it difficult to find the right words, especially when sending emails — so using a tool like ChatGPT means AI can enhance your email, helping to make it more personal and ensure that the main points come across. It’s also great for providing feedback or refining written content.”
Roughly 15% to 20% of the global population are neurodiverse. The term, coined by Australian sociologist Judy Singer in the 1990s, conveys the idea that the neurological differences shaping how people think and interact are natural, genetic variations. And because of this, neurodiversity isn’t something to be fixed, but to be understood and accommodated.
However, many workplaces simply aren’t set up for those who function, learn and process information differently. Autistic people face a huge pay gap, receiving a third less than neurotypical workers, on average. Hiring processes consistently discriminate against neurodiverse applicants, and only 30% of working-age autistic Britons have a job — despite the majority wanting one. Nearly two in three employees with ADHD say that accomplishing tasks is challenging, yet nearly all respondents in a survey of over 500 people said they would be able to do much more if they had support.
Advocates say AI tools can provide assistance that is tailored to people’s unique needs. “There are so many advances in technology that can be harnessed to support neurodivergent individuals in education and in the workplace — they can be used to help with planning, organisation and doing everyday tasks,” says Louise Lawrence, co-director of Neurodiversity Unravelled, which supports families and individuals in navigating neurodivergent conditions.
“And like so many reasonable adjustments for neurodiverse individuals — like flexible working — they can be cheap to put in place.”
Task management
Difficulties with executive function is common among neurodiverse individuals. “These are the cognitive skills we use to pay attention, process information, plan, use strategies and regulate our behaviour,” says Dr Amanda Roestorf, a psychologist and director of research at the charity Autistica.
Because of this, task management — deciding what needs to be done and in what order, as well as estimating how long tasks take — can be challenging. However, AI-powered task management tools can help users organise tasks, set reminders, and break down complex tasks into manageable steps.
“Notion, Todoist, or Microsoft To-Do can help people with ADHD who struggle to manage priorities, deadlines, and may forget certain tasks. You can also set regular reminders and offer visually structured to-do lists, which are great for visual thinkers,” says Grainger.
“Tools like Calendly or AI assistants like Google Calendar can reduce the mental load of managing schedules. There are a number of useful AI apps like RescueTime which actually analyse your productivity and block distracting websites, which can be particularly beneficial for ADHD users, and are great when you just need to focus without interruptions,” he adds.
Advocates say AI tools can provide assistance that is tailored to people’s unique needs in the workplace. ·Eva-Katalin via Getty Images
Communication
Every neurodiverse individual has their own strengths, challenges and preferences, but communication difficulties are common. Some people may find it hard to maintain focus in conversations or meetings, while others may struggle to write down exactly what they mean in a message.
“Neurodivergent individuals report using AI to help support their understanding of emails or documents which they have received,” says Lawrence. Helpfully, some tech can cut through colloquial language to highlight the literal meaning of text.
“Grammarly or Hemingway Editor can rephrase or clarify complex text, aiding individuals with dyslexia or those who prefer straightforward language,” adds Grainger. “And if people need text-to-speech AI, tools like NaturalReader convert written text into spoken words.
“Otter.ai or Dragon NaturallySpeaking allow people to dictate instead of typing, which is incredibly useful for dyslexic or dyspraxic individuals who may have motor coordination challenges. Also they can be very helpful for people with ADHD who can’t always type as quickly as they think.”
Wearable tech may not be for everyone, but it can help people to read body language and interpret emotions. For example, ‘smart glasses’ have the potential to help people recognise emotions and understand non-verbal cues.
Upskilling and learning
Interactive AI tools can also help people learn new skills, opening up opportunities for career advancement.
“Adaptive learning platforms can incorporate AI functions to tailor learning experiences to individual needs, encompassing strengths and challenges, and helping neurodivergent learners to absorb information more effectively,” explains Roestorf.
For example, AI might be able to work out an alternate lesson pattern which better suits the attention needs of someone with ADHD. Or, it may be able to turn a lesson into a visualisation that is more engaging for someone with dyslexia.
Wearable tech such as smart glasses can help people to read body language and interpret emotions. ·PATRICK T. FALLON via Getty Images
Switching off
AI doesn’t have to just be used to make people more efficient — these tools also have holistic value.
“Challenges come from increased cognitive demands, combined with environmental and social pressures, stigma and stereotypes about skills and challenges of neurodivergent people. These can increase negative experiences, stress and anxiety, and burnout.”
But offering AI tools may help neurodivergent employees feel valued, supported, and empowered, while normalising the need for support. “And it’s not just about individual success, employers also benefit from the creativity, innovation, and fresh perspectives that neurodiverse talent brings to the table,” says Grainger.
“It isn’t a magic fix, though,” he adds. “For it to work well, employers need to be thoughtful about how it’s introduced and should offer training. This means involving neurodivergent individuals in the process, and making sure the tools are intuitive and flexible.”
Simply bringing AI tech into workplaces isn’t enough to address the stigma and discrimination faced by neurodiverse individuals.
Leaders need training on how to support people, as well as access to expert resources. An open culture allows people to speak up freely about any problems they’re facing, and policies should be inclusive. Flexible working should be the norm — not the exception.
For all the potential benefits, recognising the limitations and pitfalls of AI is also essential.
Technology — even when it aims to support diversity and inclusion — can limit a neurodiverse individual’s chances for success, particularly in the hiring process. Algorithms and facial recognition technologies are simply not designed to accommodate common neurodiverse traits and abilities. For example, AI video interviewing software that measures facial expressions can limit the chances of candidates who don’t easily convey their emotions.
One important solution is to increase neurodiversity in teams developing AI tools, says Roestorf.
“There is strong evidence highlighting the need for neuro-inclusion in the development of AI so that AI technologies and tools are based on a broader understanding of human experience,” she says. “AI automation should be used to create opportunities and not to screen out or further exclude.”
