‘Suppressed talents’: How the workplace is still failing neurodivergent workers

Companies have spent the past few years making louder commitments to neurodiverse hiring, and there’s plenty to applaud. Many of the major Fortune 500 employers have built programs to follow through on efforts toward neuroinclusivity, and some of those efforts are substantial. Microsoft’s Neurodiversity Program uses a multiday interview process tailored to candidates’ needs; JPMorgan Chase says it’s hired more than 150 neurodivergent employees through tailored interviews; and Google Cloud has trained hundreds of managers to support autistic applicants and make onboarding more accessible and equitable. Earlier this year, Palantir launched a fellowship for “exceptional neurodivergent talent.” The share of inclusive job postings mentioning neurodiversity in the U.S. has tripled from January 2018 to December 2024. But research shows that even in the year 2026 there’s still a long way to go.New data from the nonprofit Next for Autism suggests that when it comes to employees with autism, hiring is just the tip of the iceberg: In a national survey of more than 400 autistic employees, nearly 80% said that masking (suppressing natural responses, scripting conversations, and managing sensory overload without showing it) is a challenge at work. Many autistic employees mask, both on purpose and involuntarily, as a form of self-preservation in order to navigate workplace expectations. Doing so can take up as much mental energy as performing the actual job. Some 81% also said navigating workplace social dynamics is an obstacle, with only 41% saying they feel safe disclosing their autism in the workplace. A 2025 EY survey of more than 2000 global workers paints a similarly strained picture. Only 25% of neurodivergent employees (those who live with conditions such autism, ADHD, or dyslexia) feel included at work; 39% plan to leave their jobs within the year. Companies are getting better at opening the door. But many still haven’t cracked what happens when neurodivergent employees wa