Embracing neurodiversity is about much more than compliance—it is about designing a workplace where every mind is welcomed, understood, and empowered to thrive. From employee-led resource networks and specialized manager training to remote-first flexibility and peer communities that champion self-advocacy, forward-thinking organizations are removing barriers and unlocking diverse perspectives. When companies foster environments where unique ways of thinking are celebrated, both individuals and teams reach new heights of innovation and problem-solving. We asked leading workplaces how they support neurodiversity and why making it a priority benefits everyone. Here is what they had to say.
What does neurodiversity support look like at your organization, and what motivated your company to make this a priority?
Supporting neurodiversity starts with creating an environment where people feel welcome to be themselves and do their best work. At Trimble, we focus on practical programs that give employees real support and resources across our teams globally. Here are a few key ways we support neurodiversity across our organization:
Employee-Led Networks: Trimble has an active global neurodiversity network, one of our key employee resource networks, which has grown steadily year over year for the last five years.
Manager Training: In partnership with this network, Trimble has offered numerous neuro-inclusive manager training workshops to help leaders build supportive team environments where everyone can live our values: belong, grow, and innovate.
Mental Health First Aid: Partnering across multiple employee networks, we have also offered Mental Health First Aid training and certifications through the National Council for Mental Wellbeing.
Global EAP Access: Trimble offers a comprehensive global Employee Assistance Program (EAP) that connects team members directly with clinicians and tools for holistic health.
Can you share examples of how supporting neurodiversity has benefited both neurodivergent employees and your organization as a whole?
For neurodivergent employees, the above initiatives provide direct access to peer support, trained managers, and healthcare tools. Having clear, structured resources makes it easier for team members to navigate their careers with confidence.
For Trimble, having different perspectives simply makes our teams stronger. Solving real-world problems in industries like construction and transportation requires different ways of thinking. When our workforce includes a wide range of minds, we build clearer, more effective solutions for our customers.
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What does neurodiversity support look like at your organization, and what motivated your company to make this a priority?
At Motive, support starts with community, awareness, and practical flexibility. Our Disability, Neurodiversity & Allies (DNA) employee resource group provides a space for neurodivergent employees, employees with disabilities, family members, and allies to connect, share ideas, and build networks. The group supports education and allyship through workshops, discussions, and resources, while Motive’s broader inclusion practices include flexible remote, hybrid, and in-office work, reasonable accommodations in recruiting and employment, and manager training on inclusive leadership and communicating across differences. We made neurodiversity a priority because we want people to feel valued, understood, and able to contribute fully—and because different ways of thinking can strengthen problem-solving, innovation, and our ability to serve customers.
Can you share examples of how supporting neurodiversity has benefited both neurodivergent employees and your organization as a whole?
For neurodivergent employees and employees with disabilities, support can reduce isolation and stigma while creating access to peer community, shared language, and practical resources. DNA’s Slack community, networking opportunities, workshops, and awareness programming create ways for employees to connect and learn; flexible work and accommodations help people choose the environment and support that enable them to do their best work. For Motive, the broader benefit is a stronger sense of belonging, better collaboration, and access to a wider range of perspectives and talent. Our employee-led communities also give the organization valuable lived-experience insight that can inform a more inclusive employee experience and help us build better products for the diverse people and communities we serve.
Check out Motive’s careers page here!
What does neurodiversity support look like at your organization, and what motivated your company to make this a priority?
Centric Consulting supports neurodiversity through both workplace practices and community. Several practices designed for workplace flexibility also serve as meaningful accommodations. For example, remote-first operations give employees control over lighting, noise, temperature, and workspace setup without requiring disclosure. Local administrator rights allow employees to install tools such as screen-tinting software, dictation tools, focus timers, and text-to-speech, while flexible schedules help them work with their individual energy and focus cycles.
Complementing these practices, Centric fosters community and peer support through the NeuroSpicy employee resource group (ERG). Rooted in Centric’s belief that everyone deserves to feel respected, valued, and connected, NeuroSpicy advances education, advocacy, and support so neurodivergent team members can thrive and their strengths are recognized. The ERG reflects the reality that neurodiversity already exists across our workforce—among employees, parents of neurodivergent children, and people with neurodiversity in their families. Supporting people in doing their best work benefits both employees and the business.
NeuroSpicy also serves as a visible, trusted resource for employees seeking to understand neurodivergence, support neurodivergent family members, or approach HR about an accommodation. These conversations often occur before an employee is ready to disclose formally or request an accommodation, a time when peer support can matter most. Centric trusts employees to understand their needs and makes it easier to self-accommodate without unnecessary hurdles.
Centric also recognizes that many workplace practices assume a single way of working, communicating, or processing information. A neurodiversity-inclusive approach reduces unnecessary barriers and creates tools and resources that help everyone succeed. This work reflects Centric’s commitment to an exceptional culture, individual support, innovation, and a workplace where people feel seen, valued, and able to reach their full potential.
Can you share examples of how supporting neurodiversity has benefited both neurodivergent employees and your organization as a whole?
Centric enables employees to self-accommodate without disclosing a diagnosis while also providing peer community and trusted contacts through the NeuroSpicy ERG. Employees can receive informal advocacy and coaching for workplace conversations about neurodivergence, along with sensory support at in-person company gatherings, such as fidgets, earplugs, and a quiet room.
The NeuroSpicy ERG brings neurodivergent perspectives into broader company conversations. This group has partnered on cross-ERG initiatives, including work on AI bias, and its members have presented to multiple business units to raise awareness across teams. These perspectives also shape how Centric approaches communication, meeting design, and inclusive workplace practices, creating benefits that extend beyond neurodivergent employees.