L&D for Neurodivergent Employees: Designing Training for ADHD, Autism, and Dyslexia

Imagine signing up for a training course, only to find out it’s a 90-minute lecture with no breaks, overwhelming slides, and confusing instructions. If you’re neurodivergent, this isn’t just annoying—it’s a nightmare.

The corporate world is waking up to the fact that one-size-fits-all training doesn’t work—especially for neurodivergent employees. With nearly 15-20% of the population identifying as neurodivergent (CIPD, 2023), companies must rethink how they design learning experiences.

The Challenges Neurodivergent Employees Face in Training

1. Information Overload (ADHD, Dyslexia)

   Long, dense training sessions can make it difficult for employees to stay engaged or retain information.

   Text-heavy slides without visuals can be overwhelming.

2. Rigid Learning Structures (Autism, ADHD)

   Many corporate training programs assume that all learners process information the same way.

   Some neurodivergent employees thrive with structure, while others need flexibility.

3. Sensory Overload (Autism, Sensory Processing Disorders)

   Bright screens, loud environments, and rapid-fire presentations can be overwhelming.

4. Unclear Instructions (Dyslexia, ADHD)

   Training that lacks clear, step-by-step instructions can leave neurodivergent employees confused.

How to Make Training More Neuroinclusive

1. Offer Multiple Learning Formats

   • Provide video, text, audio, and interactive options so employees can choose what works best for them.

   • Example: Some employees may prefer reading transcripts over watching videos.

2. Use Clear, Simple Design

   Keep slides clean, with minimal text and high-contrast visuals.

   Use bullet points (like this!) instead of large text blocks.

3. Allow Self-Paced Learning

   Not everyone learns at the same speed. Offering asynchronous training lets neurodivergent employees process information at their own pace.

4. Break Training into Small Chunks

   Microlearning (5-10 minute lessons) is more effective than overwhelming, multi-hour sessions.

5. Provide Written & Visual Instructions

   Avoid vague instructions like “Follow along.” Instead, provide clear, step-by-step guidance.

6. Encourage Quiet, Distraction-Free Learning Spaces

   Offer training rooms with noise-canceling options or allow employees to complete training in their preferred environment.

Why Inclusive Training Benefits Everyone

• Higher Engagement – When training is accessible to all, participation rates improve.

• Better Retention – Clear, well-structured learning helps all employees—not just neurodivergent ones.

• Stronger Company Culture – Creating an inclusive learning environment makes neurodivergent employees feel valued and supported.

Final Thoughts

Companies that embrace neuroinclusive learning design aren’t just checking a diversity box—they’re building a smarter, more inclusive workplace. Training should work for employees, not against them.

Have you experienced training that worked well (or didn’t) for neurodivergent employees?