As automation and AI reshape how we work, organisations are increasingly embracing these tools to drive efficiency and reduce routine tasks. But when it comes to diversity and inclusion, there’s an important conversation to be had about who benefits and who might be unintentionally disadvantaged.
For neurodivergent employees, including people who are autistic, have ADHD, dyslexia or other cognitive differences, automation can be a powerful enabler of wellbeing and meaningful work. At the same time, poorly implemented automation can create new barriers that impact engagement, autonomy and mental health.
Here, we outline the benefits and risks of automation for neurodivergent staff and how employers can get it right.
Benefits for Neurodivergent Employees
- Reducing Cognitive Load
Many jobs involve high volumes of repetitive tasks, from scheduling and email triage to data entry and reporting. For neurodivergent workers who may experience cognitive fatigue or executive function challenges, automation of these tasks can significantly reduce mental load and free up capacity for higher-value, engaging work.
This can improve focus, reduce stress and support sustained performance.
- Structure,Clarityand Predictability
Automated workflows often introduce consistent steps and predictable processes. For employees who thrive on clarity and routine, this can reduce ambiguity and help manage workload more effectively.
Examples include:
- Automated reminders for deadlines and tasks
- Clearly defined process stages
- Automatic actions based on clear rules
These patterns can contribute to a more inclusive workplace where expectations are transparent.
- Supporting Strengths-Based Contribution
Delegating low-level administrative tasks to automation allows neurodivergent employees to spend more time on work aligned with their strengths, such as deep analytical tasks, creative problem-solving or pattern recognition, increasing job satisfaction and contribution.
- Assistive and Accessibility Technologies
Some automation tools double as assistive technologies, improving workplace accessibility. Examples include:
- Speech-to-text and text-to-speech tools
- Smart summarisation and note-taking
- Clarity and grammar support tools
These capabilities can enhance confidence, independence and engagement for people with diverse cognitive profiles.
Risks and Potential Challenges
Despite the upside, automation is not inherently inclusive. When implemented without consideration for individual needs, it can introduce risks.
- Loss of Autonomy and Flexibility
Highly automated systems can feel rigid or prescriptive. For many neurodivergent workers, flexibility in how work is approached, such as pacing, sequencing and method, is essential. Systems that remove this control may inadvertently increase stress, not reduce it.
- Increased Monitoring and Performance Pressure
Automation often brings metrics and monitoring tools. While data can be useful, over-reliance on productivity dashboards can disadvantage neurodivergent employees whose output patterns are non-linear but valuable.
Rigid metrics without context may undermine wellbeing and overlook meaningful contributions.
- One-Size-Fits-All Design
Many automated platforms are designed around assumed “average” user behaviours. This can lead to interfaces and workflows that are overwhelming, overstimulating, or hard to customise, all of which can exclude users with different cognitive styles.
- Change Fatigue and Training Gaps
Frequent tool updates and new automated processes can create ongoing disruption. Without clear guidance, training and time to adapt, neurodivergent employees may experience anxiety or reduced confidence.
How Employers Can Make Automation Inclusive
Embedding automation into workplace practice should not be treated as purely an efficiency exercise. Instead, organisations should view it as an opportunity to enhance diversity, inclusion, and wellbeing when done carefully.
- Involve Neurodivergent Staff in Design and Selection
Co-design automation with neurodivergent employees or consult with those who understand neurodiversity lived experience. This can help identify friction points early and shape solutions that genuinely support diverse working styles.
- Prioritise Flexibility and Customisation
Choose systems that allow users control over:
- Notification settings
- Visual layout and interface settings
- Task sequencing and pacing
Flexibility isn’t just convenience; it’s accessibility.
- Focus on Outcomes, Not Just Activity
Shift from counting clicks and logged task time towards understanding actual outcomes: quality, impact, and contribution. This ensures people are measured in ways that reflect the value they deliver, not how the system tracks them.
- Provide Clear Training and Ongoing Support
Ensure automation tools are accompanied by:
- Accessible, step-by-step guidance
- Time for learning and experimentation
- Ongoing channels for feedback and adjustment
Never assume a tool is “intuitive” for everyone.
- Frame Automation as Part of Your Inclusion Strategy
Finally, automation should be embedded in a broader inclusion and wellbeing framework, not siloed as a tech initiative. When inclusion is a strategic priority, decisions tend to be more empathetic, thoughtful and effective.
Final Thoughts
Automation holds strong potential to support neurodivergent employees. From reducing cognitive load and increasing engagement, to promoting a more inclusive, wellbeing-centred work environment.
But that potential only materialises when organisations are intentional in design and implementation. By focusing on flexibility, outcomes, co-design and employee support, employers can ensure automation contributes to a workplace where everyone can thrive.
How Thrive Law Can Help
At Thrive Law, we support employers to adopt automation in ways that are legally sound, inclusive and aligned with good workplace culture. That includes helping organisations understand how automation interacts with neuroinclusion, wellbeing and performance, and where risks may arise if tools are implemented without adequate safeguards.
We deliver tailored training for leaders, HR teams and managers on neurodiversity, reasonable adjustments and inclusive workplace design, helping organisations build systems that support different ways of thinking and working. You can find more about our training and neurodiversity services here: Training – Thrive Law, and explore our broader work on neurodiversity and inclusion: Neurodiversity – Thrive Law.
If you’d like to discuss how automation fits within your organisation’s inclusion strategy, or how to better support neurodivergent employees as technology evolves, please get in touch at enquiries@thrivelaw.co.uk.
