• Neurodivergent workers and managers express positive attitudes toward neurodiversity in the workplace. However, non-neurodivergent managers in particular would benefit from a strengthened understanding of the barriers that neurodivergent employees face.
• Half of neurodivergent employees surveyed feel that informing their employers about their neurodiversity status might limit their opportunities for career progression or have other negative repercussions.
• We identified three first steps for improving the workplace experience for neurodivergent Canadians: (1) increase transparency in the accommodation process of available supports; (2) implement company-wide neurodiversity awareness training; and (3) offer more flexibility in work arrangements.

Key Findings
Introduction
What Is Neurodiversity?
Increasing Accessibility for Neurodivergent Employees Is Crucial
Final Thoughts and Next Steps

Appendix A—Methodology

Appendix B—Bibliography