Professor Amanda Kirby, CEO of Do-IT Solutions., Campaigner for Neurodiversity, Medic, Knowledge Translator, researcher.

Originally published as part of The Neurodiversity 101 LinkedIn Newsletter.

More organisations today are rightly striving to be more inclusive. As part of this, it’s common to see questions on job application forms or employee surveys asking,

“Are you neurodivergent?”

At first glance, this may seem a positive step. But the reality is much more complex. The answer you get depends very much on what you are trying to measure – and why.

If your aim is to know who has a formal diagnosis, the data will immediately be limited. The question is also why do you want to know what specific diagnosis someone has?

( Adjustments in the workplace don’t need a diagnosis- see the case and commentary relating to Walker v SITA Information Networking Computing Ltd [2013] UKEAT/0097/12/KN –https://www.linkedin.com/feed/update/urn:li:activity:7355862204937576450/)

Some labels are less well known

Some neurodevelopmental conditions – such as Developmental Language Disorder (DLD) and Developmental Coordination Disorder (DCD) ( also known as Dyspraxia) are more common than autism or ADHD but often remain undiagnosed in adults. ADHD and Autism are having their ‘moment in the sun’…like dyslexia did a few years ago…

There are few, if any, clear adult pathways for some diagnoses e.g. DCD/DLD, leading to major gaps in recorded prevalence. Most adults with Dyslexia/dyscalculia need to pay for the diagnosis leading to inequity too.

When you are asking – are you asking if someone ‘thinks’ they may be or have X or Y, or you asking if ‘someone else’ has told them… if so.. who is acceptable? Does it need to be a qualified professional- and if the answer to this is yes.. who counts? There are lots of ‘diagnostic’ services popping up- how do we measure or know who has the appropriate qualifications?

Awareness also plays a role.

Not everyone knows they are or have X or Y. Someone may not recognise that they are neurodivergent, especially if they were missed earlier in life, or if their experiences have been masked by coping strategies or misdiagnoses or they didn’t have someone ‘fighting their corner’.

Being missed or misdiagnosed is particularly true for women and people from minoritised backgrounds, where diagnostic biases are well evidenced.

Co-occurrence is another complicating factor.

Neurodivergent conditions often overlap – an individual might experience traits linked to several profiles – but traditional diagnostic pathways tend to focus on labelling by single conditions.

Is your tick box only allowing one to be ticked? What happens if you fit in one and don’t quite fit into another… what do you do?

What happens if you have ‘Gotsomethingdifferent Syndrome ‘ ( I made this one up!!)… and there is not a box for that… or it falls into the ‘other box’? How will this be reviewed? How does the person ticking ‘other’ feel… often there is not a box for traumatic brain injury despite it potentially having major impact on functioning for that person.( and even more important in some jobs such as policing).

Age matters, too.

Older adults might only have received diagnoses like dyslexia, while today’s broader neurodivergence discussions may feel less familiar. Sharing diagnoses may be something that was not done so much in the past and there may be a fear of sharing all… and what the implications may be.

Another key question is what you are seeking to understand:

Are you trying to identify the presence of a condition? If I tell you I do have ‘Gotsomethingdifferent Syndrome’ what are you going to do with this information? Have you decided awareness and support stops at Autism and ADHD?

Are you more interested in understanding areas of impact and support needs, regardless of a formal label?

Are you including acquired neurodivergence (e.g., brain injury) as well as developmental conditions? The ways people become neurodivergent vary, and so too should the way we ask about and understand it. What about if things have changed and I ticked one box a few years ago but now I know that was wrong and it is different today? I was diagnosed by a professional then and now!!

Without careful thought, the simple question “Are you neurodivergent?” risks producing data that misrepresents reality and may unintentionally exclude people who would benefit from support or adjustments.

Inclusion needs nuance.

Instead of relying on a tick-box approach, we should consider asking about needs and strengths, areas for support, and creating a culture where individuals feel safe to share information if and when they choose. The Equality Act 2010 is also not about diagnoses but impact on day to day functioning. When you gather the data from employment forms – consider how accurate it really is? Some people sharing this information can come with challenges and may also be related to experiences of others in past settings.

“If it is not right do not do it; if it is not true do not say it.”

―Marcus Aurelius

*It’s not just about measuring; it’s about listening, understanding, and designing workplaces that truly enable all individuals to thrive.

Blog Author

I am Amanda Kirby, CEO of Do-IT Solutions a tech-for-good company that delivers thought provoking consultancy and neuroinclusive guidance and training. We have developed cutting edge web-based screening tools that have helped 10s of 1000s of people. We strive to deliver person-centered solutions relating to neurodiversity and wellbeing.

I am a mixed bag of experiences and skills, an odd ball… and have 25+ years of working in the field of neurodiversity.

I am a medical doctor, Professor, and have a Ph.D. in the field of neurodiversity; parent and grandparent to neurodivergent wonderful kids and am neurodivergent myself.

Theo Smith and I wrote the UK award-winning book Neurodiversity at Work Drive Innovation, Performance, and Productivity with a Neurodiverse Workforce. My 10th book came out called Neurodiversity and Education in March this year. Excitingly, Theo and I have another book coming out next year!