While neurodivergent people face high unemployment rates, their workplace value is increasingly recognised. Neurodiversity views neurological differences, which affect how people learn and solve problems, as a natural, valuable form of human variation (Rollnik-Sadowska et al., 2024). With over 20% of the global population identifying as neurodivergent (Honeybourne, 2019), active inclusion offers a distinct competitive edge. Organisations with neurodivergent talent often outperform peers in revenue and stakeholder returns (Autistica, 2024; Hyland & Connolly, 2018). Furthermore, this inclusion drives creativity, productivity, and innovation while bolstering corporate reputation (Jefferies & Ahmed, 2022; Whelpley & Perrault, 2021). As research on neurodiversity in the workplace is still relatively new, this study set out to explore neurodivergent workplace experiences through the lens of relatedness; a reciprocal process, focusing on interaction quality and the creation of a supportive social connection. This two-phase sequential study investigated the relatedness experiences of neurodivergent employees across three Irish corporations. Data collection involved a large-scale survey (N = 1475) comparing neurodivergent and neuromajority perspectives, followed by photovoice focus groups with neurodivergent staff (N = 13). By integrating survey trends with in-depth qualitative insights, the study explored four key areas: 1) collegial understanding, 2) organisational support, 3) workplace discrimination, and 4) employee well-being. Key survey findings revealed that while most participants acknowledged the benefits of neurodiversity and the need for accommodations, an explicit preference for the neuromajority persisted among many. Furthermore, a significant minority of neurodivergent employees reported witnessing discrimination and experienced markedly lower levels of well-being than their peers. These themes were also reflected in the focus group discussions. These findings underscore the necessity of actively using education to challenge ableism and to cultivate environments (workplaces, schools etc) that support the fundamental psychological need for relatedness. To achieve this, future research and initiatives must be co-produced with the neurodivergent community.

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