Promoting Neurodiversity:
Unveiling Barriers and Enablers in the Project Management Profession

The Promoting neurodiversity report in project management highlights the potential of neurodivergent professionals, such as those with autism, ADHD and dyslexia. This research examines their experiences, showing the challenges they face and the unique strengths they offer.

Qualities like creative problem-solving, systems thinking, and hyperfocus can drive innovation. However, this requires inclusive workplace cultures. The report shows how changes in recruitment, communication and support improve outcomes.

With clear insights and practical advice, the study urges organisations to value cognitive diversity. It is not only fair but also a strategic advantage in fast-paced, people-focused projects.

Why is this research relevant?

This report explores the often-overlooked experiences of neurodivergent professionals in project management. It highlights how their unique strengths, such as creativity, systems thinking, and sustained focus, can significantly improve project outcomes. By examining disclosure practices, organisational culture, and available support, the study identifies key challenges and offers practical solutions. The findings provide valuable guidance for creating more inclusive recruitment, training and work environments, helping both individuals and organisations succeed while promoting equity and improving overall performance.

Who should read this report?

• Project managers
• HR and diversity officers
• Senior executives
• Policymakers
• Organisational development professionals
• Consultants and academics in project management and workplace inclusion

How was the research undertaken? 

This study employed a mixed-methods design in three phases:

1. A systematic literature review to map existing knowledge on neurodiversity in project management.
2. A cross-sectional survey of project professionals—both neurodivergent and neurotypical—to quantify disclosure practices, strengths and barriers.
3. In-depth semi-structured interviews exploring personal experiences of diagnosis, workplace culture and support needs.

What did we discover? 

Neurodivergent professionals offer key strengths such as creativity, systems thinking and sustained focus.

They face challenges including sensory overload, communication differences and difficulties around diagnosis disclosure.

• Many organisations lack neurodiversity awareness and fail to provide necessary training or accommodations.
• Neurodivergent talents are often underutilised due to these gaps.
• There is a strong need for bias-free recruitment processes and targeted neurodiversity training.
• Formal policies for reasonable adjustments and sensory-friendly work environments are essential.
• Inclusive practices improve individual well-being, foster innovation and improve project outcomes.

Key recommendations 

• Revise recruitment to reduce biases by offering extended interview times, alternative communication methods and sharing questions in advance.
• Provide neurodiversity training for all staff, with a focus on managers and HR, to build an inclusive culture and encourage open disclosure.
• Develop formal policies for reasonable adjustments, including access to tools and task assignments tailored to individual strengths.
• Create peer support networks, like employee resource groups, to foster a sense of belonging and encourage knowledge sharing.
• Modify workspaces to include quiet zones and ensure meetings are structured and predictable, addressing sensory and cognitive needs to boost engagement and lower anxiety.