Exploring Strategies Supporting Neurodivergence 

Voluntary Benefits 

Accident insurance provides lump-sum payments to employees after accidental injuries and covers a range of expenses, from emergency treatment to transportation. Some policies now include coverage for post-accident neurodivergent diagnoses and post-traumatic stress disorder that supports medical and therapy costs. Coverage differs among carriers, which is why it is essential to carefully review specific terms and conditions of each policy.

Critical illness insurance pays a fixed benefit upon diagnosis of a covered disease or illness. These funds may be used for any purpose and can help pay for expenses not covered by the healthcare plan (including deductibles or copay amounts), replace lost income, secure childcare, finance travel to and from treatment, and cover home healthcare costs or any of an employee’s regular household expenses. These policies are expanding to include mental health disorders for adults and children, including autism spectrum disorder, bipolar disorder, major depressive disorder, obsessive-compulsive disorder, schizoaffective disorder, and schizophrenia, some carriers require a higher severity level to pay benefits, such as a level 2 autism diagnosis. Employers should be aware of these potential benefits when reviewing policy requirements to maximize plan usage for neurodivergent employees.

Hospital indemnity insurance pays a fixed benefit for hospitalization, regardless of cause. Carriers are removing exclusions for mental health and substance abuse to treat all hospitalizations equally. However, coverage for rehabilitation or nonhospital facilities may differ, so it’s important to understand what is (or isn’t) included in a policy.

Legal insurance gives employees access to attorneys for various needs, excluding employment-related matters. For neurodivergent employees and their families, these plans can assist with caregiving support, estate planning, hospital authorizations, cyberbullying, domestic violence, and legal impacts of mental health or substance use disorders (e.g., powers of attorney; disability accommodations; Social Security, Medicaid, and Medicare benefits; and guardianship proceedings). These services help families navigate complex realities and ongoing legal needs.

Absence Programs

Short- and long-term disability plans are designed to support employees with disabilities, and neurodivergent employees may face barriers such as preexisting condition clauses, restrictive definitions of disability, and requirements for treatment from psychiatrists. Neurodivergence is not a mental disorder. It is a broad umbrella that encompasses lifelong challenges often with secondary mental health conditions. The aforementioned barriers can make it difficult for neurodivergent employees to access benefits, which highlights the need for flexible leave and accommodation policies.

Leave of Absence Policies

Mandated leave laws like the federal Family and Medical Leave Act (FMLA), paid family and medical leave (PFML) programs, and paid sick and safe leaves offer job and/or income protection during periods of unmanageable symptoms. However, these programs do not fully address the daily challenges neurodivergent employees face. Two key barriers:

• Many employees do not use all of their available paid time off. Research shows that 46% of U.S. workers who receive paid time off from their employers—whether for vacation, doctor’s appointments, or minor illnesses—take less time than they are offered.³
• Neurodivergent employees often need daily modifications to their work environments, not just time away.

Tailored accommodations are essential for neurodivergent employees to perform at their best. Common symptoms of neurodivergent conditions can often be managed with simple, low-cost accommodations such as:

• Noise-canceling headphones, private meeting rooms, or workspace adjustments for sensory needs;
• Speech-to-text or text-to-speech software for literacy barriers; and
• Dual screens, whiteboards, or standing desks for focus and movement.

The greatest barrier is often the workplace culture. Many neurodivergent employees fear that disclosure will negatively affect their careers. In fact, 59% worry about repercussions, and 23% who requested accommodations reported job loss or demotion after the request.⁴

Making Programs Visible and Effective

Designing programs to improve diversity, including neurodiversity, can significantly boost retention and recruitment along with other critical key metrics.⁵ However, designing inclusive programs is only effective if employees are aware of them and feel comfortable using them. When designing a program, employers should focus on:

• Training at all organizational levels. Managers have a significant influence on an employee’s feelings about inclusion. Training should cover recognizing neurodiversity, understanding an individual’s strengths and challenges, and fostering supportive environments. This ensures all leaders are equipped to create inclusive workplaces.
• Peer support groups. Peer support groups or networks for neurodivergent employees foster community, belonging, and mutual support. They provide platforms for sharing experiences and strategies and enhancing workplace environments.
• Feedback systems. Collecting feedback from neurodivergent employees about their needs, workplace environment, and benefit programs is essential for continuous improvement. Direct input allows organizations to make informed adjustments to ensure programs remain relevant and effective.

Intentional support for neurodiversity creates a competitive advantage by incorporating unique perspectives, nurturing innovation, and promoting authenticity. An inclusive environment ensures equal opportunities, enhances employee loyalty and morale, and drives engagement and productivity. When employees feel valued and understood, they are more committed to organizational success, contributing to a dynamic and positive workplace culture.