Kelly Colón, founder of Eledex Coaching & Consulting, continues her discussion on dis-inclusion and its toll on those whom it affects most.
Imagine walking into a workplace every day where you feel unseen, not because you lack talent, drive or value, but because the environment isn’t designed with you in mind.
For neurodivergent employees, this invisibility is not just a feeling; it’s a daily reality.
While diversity initiatives often focus on what’s visible, dis-inclusion is an invisible force that quietly undermines productivity, mental health and retention. It’s not active exclusion but the byproduct of workplaces that fail to consider diverse needs.
It’s the unintentional design of systems, spaces, and cultures that fail to accommodate the diversity of human brains. Dis-inclusion hides in open office layouts that drown out focus, in rigid workplace policies that demand conformity, and in the silence of teams who haven’t learned to value differences.
Dis-inclusion forces neurodivergent employees into survival mode, masking their true selves, battling burnout, and often leaving their roles altogether.
When inclusion is a box to check instead of a mindset to embrace, the costs are far greater than we realize, both for individuals and the organizations that need their unique perspectives to thrive.
The Impact on Productivity
Productivity isn’t just about showing up; it’s about showing up as your best self. For neurodivergent employees, however, the traditional workplace can be more of an obstacle course than a platform for excellence. When environments aren’t designed with diverse cognitive needs in mind, even the most talented individuals are left spinning their wheels.
Take the open office plan; a well-meaning design meant to foster collaboration and creativity. But for someone who is neurodivergent, it’s a gauntlet of distractions: fluorescent lights buzzing like an angry wasp, the hum of overlapping conversations, and the constant threat of an impromptu meeting over your shoulder. The result? Time and energy wasted on filtering out noise instead of focusing on the work at hand.
But productivity is only one piece of the puzzle.
Dis-inclusion sets off a chain reaction: less engagement leads to fewer innovative ideas, weaker collaboration, and ultimately, diminished outcomes for the entire organization.
Mental Health and Well-Being
Workplace stress is often seen as a badge of honor, proof of dedication, grit, or hustle. But for neurodivergent employees, stress isn’t just a workplace byproduct; it’s an inevitability in environments that aren’t built for their needs. When dis-inclusion dominates the workplace, the mental health toll is not just significant, it’s devastating.
Consider the act of masking, the exhausting practice of hiding neurodivergent traits to fit societal or workplace norms. For someone on the autism spectrum, this might mean suppressing natural stimming behaviors, avoiding direct but honest communication styles, or trying to maintain eye contact when it feels physically uncomfortable. For an employee with ADHD, it might mean over-preparing for meetings to avoid being perceived as scatterbrained. While these efforts can help neurodivergent individuals “blend in,” they come at a steep price: chronic anxiety, emotional exhaustion, and a deep sense of disconnection.
This cognitive mental load is compounded by environments that fail to offer psychological safety. The fear of being misunderstood or judged often keeps neurodivergent employees silent about their needs, perpetuating a cycle of invisibility and isolation. Without proper support, what starts as minor stressors, overwhelming noise, unclear instructions, or an inflexible schedule, can escalate into full-blown burnout.
Burnout in neurodivergent individuals doesn’t just look like fatigue; it often manifests as heightened anxiety, panic attacks, or an inability to function at work. Worse, it’s frequently dismissed as a personal failing rather than a systemic one, leaving employees to bear the weight of both their struggles and the stigma of being seen as “difficult” or “high maintenance.”
The cost of this dis-inclusion-fueled burnout is twofold. On a human level, it erodes the confidence and well-being of employees who want nothing more than to contribute meaningfully. On an organizational level, it creates a cascade of negative effects: absenteeism, reduced performance, and the eventual loss of skilled team members.
Addressing these mental health challenges requires more than just lip service to inclusion. It means creating workplaces where asking for accommodations isn’t seen as a weakness, where neurodivergent individuals can express their needs without fear, and where design and policies actively reduce stress rather than amplify it.
The Retention Crisis
Retention is the holy grail of workplace success. But for neurodivergent employees, sticking around often feels like enduring a slow bleed of energy and self-worth. The problem isn’t their ability to thrive, it’s the dis-inclusion that slowly pushes them out the door.
The numbers don’t lie. Studies show that neurodivergent employees are more likely to leave their jobs within the first year, citing burnout, lack of accommodations, and toxic workplace cultures as the driving forces. While many companies are scrambling to address turnover, few recognize that the root cause is often embedded in the systems they’ve built.
Retention isn’t just about paychecks or perks; it’s about fostering environments where employees feel seen, heard, and valued. When neurodivergent individuals are left to navigate sensory overload, unclear expectations, or rigid systems on their own, the message is clear: “This place isn’t for you.” And so, they leave; not because they lack loyalty or grit, but because staying comes at too great a personal cost.
The fallout doesn’t stop with the employee’s departure. High turnover disrupts team dynamics, lowers morale, and costs companies millions in lost productivity and recruitment efforts. Even more damaging, it erodes innovation by silencing the unique perspectives that neurodivergent employees bring to the table.
The solution? Retention begins with inclusion. Flexible work policies, adaptive designs, and open communication channels aren’t just “nice to haves”; they’re essential tools for keeping neurodivergent talent engaged and committed.
“Making Inclusion a Design Principle”
Designing for inclusion isn’t about reinventing the wheel; it’s about making thoughtful choices that prioritize human needs. For the design professionals reading this, the good news is that your expertise can lead the charge.
Start with sensory-friendly spaces; quiet zones for focused work, adjustable lighting to reduce glare, and acoustics that minimize disruptive noise. Flexibility is another key ingredient. Movable furniture, modular workstations, and areas for both collaboration and solitude give employees the freedom to choose what works best for their brains.
Beyond the physical environment, policies must reflect the same level of care. Providing training on neurodiversity for managers and teams can help eliminate misunderstandings and foster a culture of acceptance. Clear communication, accessible pathways for requesting accommodations, and leadership that models inclusive behavior can make all the difference.
Dis-inclusion silently erodes the potential of both employees and organizations, leaving untapped talent and unseen opportunities in its wake. But change doesn’t require perfection, just a commitment to thoughtful action. By creating environments that prioritize flexibility, empathy, and intentional design, workplaces can transform from spaces of quiet struggle to platforms for genuine belonging.
Want More on Dis-Inclusion? Check out:
The Unseen Barriers: How Traditional Work Practices Foster Dis-Inclusion
