The Ultimate Neurodiversity at Work Glossary
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This neurodiversity glossary brings together 52 key neurodiversity terms, definitions and neurodivergent conditions to help you build awareness, challenge misconceptions and promote supporting neurodiversity in the workplace.
What is Neurodiversity?
Neurodiversity is the natural variation in how people think, learn, and experience the world around them. Neurodiversity reminds us that these differences are normal and valuable.
Sociologist Judy Singer introduced the term in the late 1990s to highlight the importance of inclusion and acceptance. The idea challenges the notion that everyone should think or behave the same way. Instead, it encourages us to see neurological differences as strengths, not deficits.
Within any team, these differences bring creativity, problem-solving, and new perspectives that help organisations to flourish.
Understanding neurodiversity and embracing our neurodiverse people allows us to build workplaces where everyone feels seen, supported, and empowered to perform at their best.
Neurodiversity at Work Glossary
Acquired or Traumatic Brain Injury (ABI/TBI) - An acquired or traumatic brain injury is damage to the brain caused by an event or accident. This condition can affect an individual’s cognition and behaviour, leading to challenges with memory, organisation, communication, emotional regulation, and concentration.
Asperger Syndrome - Historically, Asperger syndrome was used as a diagnostic term for some autistic people who did not also have a learning disability. It is no longer used as a diagnostic term and is included under the broader term Autism Spectrum Disorder (ASD). However, many people who were given this diagnosis still identify with it and may continue to use the term to describe their experiences. It’s important to respect each person’s choice of neurodiversity language and how they define their own identity.
Autism - Autism shapes how a person experiences and connects with the world. It’s a lifelong neurodivergence, and every autistic person is unique. Autistic people may think, feel, or communicate differently from non-autistic people. Some find social situations tiring, prefer routine, or feel overwhelmed by noise or busy spaces. Many have deep interests and may use repeated movements to feel calm or express joy. Many autistic individuals excel in structured, detail-oriented environments and are known for their reliability, focus, and long-term memory. Understanding autism in the workplace means recognising strengths and creating environments where autistic employees succeed and contribute fully.
Assistive technology - assistive technology is used to describe products or systems that support and assist individuals with disabilities, restricted mobility or other impairments to perform functions that might otherwise be difficult or impossible.
Attention Deficit Hyperactivity Disorder (ADHD) - ADHD is a neurodevelopmental condition that can affect attention, activity levels, and impulsivity. Signs can include being easily distracted or forgetful, having a lot of energy or feeling restless, or making quick decisions without considering the consequences. Many people with ADHD thrive in dynamic, fast-paced environments and are known for their creativity, energy, and ability to think outside the box. Embracing ADHD in the workplace means creating environments that value curiosity, adaptability, and willingness to take risks.
Cognitive Diversity - Cognitive diversity refers to the inclusion of different ways of thinking, reasoning, and problem-solving. It emphasises the value of diverse perspectives in achieving more innovative and effective solutions. Recognising cognitive diversity involves appreciating the wide range of thinking styles and preferences, such as:
Analytical vs. intuitive thinking
Detail-oriented vs. big-picture focus
Logical vs. creative approaches
Compassion Fatigue - Compassion fatigue is the cost of caring for others. It is the stress, emotional and physical exhaustion you feel from experiencing the pain of others for an extended period of time.
Dyscalculia - Dyscalculia affects a person’s ability to understand or work with numbers, often making mathematical tasks feel challenging or overwhelming. Many people with dyscalculia have great verbal communication skills and excel in creative thinking and problem-solving.
Dyschronometria - Dyschronometria affects the perception and estimation of time. It can cause symptoms like confusion about time, under- or overestimating duration, and difficulty tracking events.
Dysgraphia - Dysgraphia can affect handwriting, spelling, and the physical act of writing. It’s important to remember that written expression is only one way of communicating ideas. Many people with dysgraphia have exceptional verbal skills, strong creativity, and a natural ability to think in images and stories.
Dyslexia - Dyslexia affects language processing, specifically reading, writing, and spelling. Many people with dyslexia are strong visual thinkers, able to see connections and patterns that others might overlook. Their creativity and strategic thinking often lead to innovative solutions and fresh approaches to challenges.
Dyspraxia - Dyspraxia can make movement, coordination, and planning more difficult. People with dyspraxia may experience less fluid movements, challenges with spatial awareness, and difficulties focusing, remembering information, or managing time. People with dyspraxia often shine in tasks that require problem-solving, adaptability, and inventive thinking.
Echolalia - Echolalia is the repetition of words or phrases, often seen in autistic individuals or those with certain neurological differences.
Employee Resource Group (ERG) - Employee Resource Groups are formally organised volunteer groups that seek to champion important issues such as Equality, Diversity and Inclusion (EDI) within a business.
Equality Act 2010 - The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. It sets out the different ways in which it’s unlawful to treat someone.
Equality, Diversity and Inclusion (EDI) - Workplace equality, diversity and inclusion is about valuing every employee as an individual. Equality in the workplace means fair job opportunities for employees and job applicants. Diversity is the range of people in your workforce inc. neurodiversity. An inclusive workplace means everyone feels valued at work.
Executive function - Executive function refers to a group of mental skills that help with managing thoughts, actions, and emotions. These skills include short-term memory, self-control, planning, and flexible thinking, and they support many everyday tasks. Executive function develops over time with age and experience, but neurodivergent people may find some of these skills more challenging.
Flexible working - Flexible working is a way of working that adapts to an employee’s needs. It may include options such as flexible start and finish times or the ability to work from home.
High-functioning - High functioning is an informal term sometimes used to describe autistic people who appear to function well in daily life. However, this often involves masking or camouflaging autistic traits to fit societal expectations.
Hyperfocus - Hyperfocus refers to an intense concentration on a specific interest or activity for an extended period of time. During hyperfocus, a person may become so absorbed in what they are doing that they lose awareness of time and their surroundings.
Hypersensitivity - An unusually strong or intense reaction to a specific stimulus, such as a particular sound, smell, or texture.
Hyposensitivity - Hyposensitivity refers to reduced sensitivity to sensory input. A person with hyposensitivity may need stronger or more intense stimuli to notice or respond to sensations.
Identity-first language vs person first language - Identity-first language places the condition before the person, for example, Autistic person. Some people prefer this because it highlights that their condition is an important part of who they are. Person-first language puts the person before the condition, for example, person with autism. This approach focuses on the individual rather than the disability.
Inclusive hiring - Inclusive hiring is the practice of attracting, selecting, and retaining people from diverse backgrounds to build a fair and equitable workforce.
Inclusive leadership - Inclusive leadership is a leadership approach that values authenticity and actively promotes a culture of diversity, equity, and inclusion in the workplace.
The world needs all kinds of minds.
Dr. Temple Grandin Intellectual disability - Intellectual disabilities begin in childhood and involve challenges with intellectual functioning as well as difficulties in conceptual, social, and practical everyday skills.
Lived experience - Lived experience refers to the knowledge and understanding gained through direct, first-hand personal involvement in an issue, rather than through theory or professional practice.
Masking / camouflaging - Masking or camouflaging refers to a strategy some autistic people use to hide autistic traits to appear more neurotypical and meet social expectations. This process can be mentally exhausting over time.
Meltdown / shutdown - A meltdown is a loss of control caused by sensory or emotional overwhelm. It is not a tantrum but a response to overload. For autistic people, meltdowns can occur when the brain triggers a ‘fight’ reaction during extreme stress or anxiety.
Mental health - Mental health is a state of mental well-being that enables people to cope with the stresses of life, realise their abilities, learn and work well, and contribute to their community. It has intrinsic and instrumental value and is a basic human right.
Mental illness - Mental illness is characterised by a significant disturbance in a person’s thinking, emotional regulation, or behaviour. It is often associated with distress or difficulty functioning in daily life.
Monotropism - Monotropism describes a tendency to focus deeply on a small number of interests at a time, rather than spreading attention across many things (polytropism). This intense focus can lead to deep knowledge, expertise, and immersive experiences, but may make it harder to switch tasks, manage multiple inputs, or handle interruptions.
Neuroaffirming - An approach or culture that respects and validates neurodivergent experiences without pathologising them.
Neurodivergent - We define neurodivergent as individuals whose brains work differently, thinking, learning, and communicating in ways that may not match typical expectations.
Neurodivergent burnout - Neurodivergent burnout is a state of exhaustion, sensory overload, and reduced functioning that can result from trying to fit in and meet societal or workplace expectations.
Neurodiversity celebration week - Neurodiversity celebration week is an annual event held in March, which aims to promote neurodiversity acceptance, equality and inclusion in schools and workplaces. To learn more, download our free Mental Health Awareness Days Calendar.
Neurodiversity coaching - Neurodiversity coaching is a structured, supportive process that gives individuals space to reflect, gain insight, and debrief experiences. It helps people understand their unique strengths, navigate challenges, and develop strategies to thrive personally and professionally. It can also be used with managers to help them better understand and support their team members, fostering more inclusive and effective workplaces.
Neurodiversity movement - The neurodiversity movement is a social justice movement that champions the civil rights, equality, respect, and full inclusion of neurodivergent people.
Neuroinclusive workplace - A neuroinclusive workplace actively recognises, values, and celebrates the diversity of neurotypes among its employees.
Neuroscience - Neuroscience is the study of the nervous system, including its structure, function, development, and degeneration, in both health and disease. While it encompasses the entire nervous system, it primarily focuses on the brain, which plays a central role in defining who we are and how we behave.
Neurotypical - Individuals whose ways of thinking, processing, and interacting align with what's commonly seen as the societal “norm.”
Non-verbal communication - Nonverbal communication is the process of conveying messages without spoken words, using methods such as facial expressions, gestures, body language, and eye contact. People who are unable to speak, either temporarily or long-term, are sometimes described as being non-verbal.
Pathological demand avoidance (PDA) - Pathological Demand Avoidance (PDA) is characterised by a persistent avoidance of everyday demands and expectations. While everyone sometimes resists doing things they are asked to do, PDA involves a strong drive for independence that affects many aspects of daily life. A person with PDA may avoid something they enjoy.
Psychological safety - Psychological safety is broadly defined as a climate in which people are comfortable expressing and being themselves. More specifically, when people have psychological safety at work, they feel comfortable sharing concerns and mistakes without fear of embarrassment or retribution.
Quiet spaces - Quiet spaces for neurodiversity are calm, low-sensory areas where people can take a break and recharge to avoid feeling overwhelmed.
Reasonable adjustments - Reasonable adjustments are changes an employer makes to remove or reduce disadvantages related to a person’s disability. These may include adapting working arrangements, modifying the workplace, or providing specific equipment and support.
Sensory processing differences - Sensory processing differences affect how individuals respond to sensory input, such as sight, sound, or touch. These individuals might be over-sensitive or under-sensitive to stimuli.
Spiky profile - A spiky profile describes the uneven pattern of strengths and challenges often seen in neurodivergent individuals. The “spikes” represent areas of strength, such as exceptional abilities in maths or music, while the “valleys” represent areas of difficulty. Spiky profiles can help people better understand their learning differences, strengths, and career opportunities.
Stimming - Stimming refers to repetitive movements or sounds, often seen in autistic people and others with neurodevelopmental conditions. These behaviours can help regulate emotions, manage sensory input, or express feelings.
Strengths-based approach - A strengths-based approach to neurodiversity focuses on identifying and building upon an individual’s abilities, talents and potential rather than concentrating on their challenges.
Tourette’s Syndrome - Tourette’s is a neurological condition that can involve involuntary movements or vocalisations called tics. Many individuals with Tourette’s demonstrate resilience, quick thinking, and strong problem-solving skills.
- Workplace accessibility - Workplace accessibility refers to creating environments, systems, and practices that enable everyone to fully participate and succeed at work.
Are there any workplace neurodiversity terms that we’ve not listed? Please get in touch and we’ll add them to the glossary.
Neurodiversity training for managers
Our neurodiversity in the workplace training enhances understanding of neurodiversity in business and boosts confidence in fostering a neuroinclusive work environment. Take a look at our 3-hour Neurodiversity Training for Managers course.
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