AI Agents: Empowering Neurodivergent Workers

Emerging research suggests that artificial intelligence tools and agents are uniquely positioned to benefit neurodiverse professionals. As the creation of AI agents gains momentum in 2025, individuals with conditions such as ADHD, autism, and dyslexia are reporting a more even playing field in the workplace, largely attributed to the capabilities of generative AI.

A recent study conducted by the UK’s Department for Business and Trade revealed that neurodiverse workers exhibited a 25% higher satisfaction rate with AI assistants compared to their neurotypical counterparts and were also more inclined to recommend these tools. This highlights the potential of AI to address specific challenges faced by neurodiverse individuals in professional settings.

Tara DeZao, Senior Director of Product Marketing at Pega, a low-code platform provider, notes the transformative impact of AI. DeZao, who was diagnosed with ADHD, explains, “During meetings, my need to move around often meant I couldn’t take notes. Now, AI can synthesize the entire meeting into a transcript and extract key themes.” She adds, “I’ve had to navigate the business world with considerable effort, but these AI tools are immensely helpful.” This sentiment underscores the practical benefits of AI in mitigating common difficulties experienced by those with ADHD and similar conditions.

The application of AI tools in the workplace is vast, ranging from specialized use cases to more general solutions like note-takers, scheduling assistants, and internal communication aids. Generative AI excels in communication, time management, and executive functioning—areas where neurodiverse workers have historically faced challenges in conforming to workplace norms. This inherent capability creates a significant advantage, enabling them to thrive in professional environments not initially designed with their needs in mind. The ability of AI to automate repetitive tasks and provide real-time support frees up neurodiverse individuals to focus on their strengths and contribute more effectively.

Moreover, research indicates that organizations that prioritize inclusivity for neurodiverse individuals can see substantial financial benefits. Specifically, some studies suggest that these organizations can generate nearly one-fifth higher revenue. This is attributable to the unique skills that neurodiverse individuals bring to the table, including hyperfocus, creativity, empathy, and specialized expertise. Companies are increasingly recognizing that embracing neurodiversity isn’t just a matter of social responsibility but also a strategic advantage. In addition to financial gains, fostering an inclusive environment can boost employee morale, attract top talent, and improve overall organizational innovation.

AI Ethics and Neurodiverse Workers

“Investing in ethical guardrails to protect and aid neurodivergent workers is not merely the right thing to do, but a strategic move to maximize the return on AI investments,” states Kristi Boyd, an AI specialist with SAS data ethics practice. She points toward the value of thoughtful implementations of AI in this sphere.

Citing a SAS study which states that companies with robust AI governance and safeguards see at least double ROI on those AI investments 1.6 times more, Boyd stresses companies must be mindful of risks while integrating AI tools, including competing requirements, unconscious bias, and improper disclosure.

“Different neurodiverse conditions can have conflicting requirements,” Boyd explains giving an example. She continues, “While document readers might strongly benefit those with dyslexia, those with bipolar disorder or other mental diversities can benefit from AI-supported scheduling to improve productiveness during peak times. Companies can create layered accommodation, or offer choice-based infrastructures balancing conflicting needs, while supporting equality and incorporation, by recognizing these tensions earlier.”

Algorithmic unconscious biases can unintentionally connect neurodivergence to danger, disease, or negativity, as Duke University research exhibits. Furthermore, even today neurodiversity might still face workplace discrimination, thus companies must ensure safer ways for staff to utilize AI tools without being forced to disclose any worker diagnosis unwillingly.

‘Like Somebody Turned on the Light’

As businesses take accountability for the impacts AI tools give in a workplace, Boyd emphasizes the importance of incorporating diverse voices at every stage, implementing routine audits, and installing secure ways for staff to anonymously report issues. By actively involving neurodiverse individuals in the AI development and deployment process, organizations can ensure that the tools are tailored to their specific needs and that potential biases are identified and addressed.

Efforts to increase equity of AI deployment, including that for neurodivergent people, are only starting. The Humane Intelligence Nonprofit which is focused on deploying AI for social benefit, released an, early October Bias Bounty Challenge where participants recognize biases with plans of constructing “more inclusive communication platforms—specifically for users that have cognitive differences, sensory sensitivities, or communicate alternatively”. Such initiatives are crucial for creating AI solutions that are both effective and equitable.

Emotion AI which is when AI recognizes human emotions can allow people with emotional recognition difficulty to decipher their meeting colleagues on virtual conferencing platforms like Zoom. This tech must still practice attentive bias measures, ensuring AI agents identify the diverse communication patterns fairly and accurately, instead of embedding harmful predictions.

DeZao expressed that her ADHD diagnosis was as though “someone turned on the lights in a dark room.” This metaphor captures the clarity and understanding that a diagnosis can provide, enabling individuals to better understand their challenges and seek appropriate support and strategies.

“Multitasking can become extremely challenging within our hyper-connected quick paced earth. Someone of my type of ADHD finds multitasking nearly impossible” she mentioned. This highlights a common challenge faced by individuals with ADHD and underscores the importance of tools that can minimize distractions and support focus.

DeZao said AI’s most helpful functions included instruction acquisition, and its work to occur while the human employee remains focused on tasks at hand. “If I’m occupied on something and new inquiries approach me over Slack or Teams, I am knocked of track,” she explained. “With my ability to take and outsource requests real quick, and let the AI manage everything while I continue my original tasks has brought me a new outlook.” The automation of routine tasks and the ability to delegate requests to AI agents allows neurodiverse individuals to maintain focus and productivity, ultimately contributing to a more inclusive and effective workplace.