Neurodivergent people process information differently than neurotypical people. The terms you will hear include neurodivergent, neurodistinct, neuroatypical, and neurodevelopmental. The global neurodiversity movement reframes these differences through a human rights lens instead of a deficit-and-disease one. As Timothy Frawley, an associate professor in mental health nursing at University College Dublin and lead author of a Journal of Clinical Nursing paper on the profession's awareness of neurodiversity, put it: "The neurodiversity movement is very much a human rights-based movement, and it is about variation, as opposed to deficit or disease."
Key facts and statistics
Several neurodevelopmental conditions sit under the neurodivergence umbrella:
- Autism Spectrum Disorder (ASD): A broad range of presentations, including difficulty with communication and socialization, rigid routines, repetitive actions, and learning differences. Abilities vary widely from person to person. The World Health Organization estimates about 1 in 100 children have ASD worldwide (WHO), and in the United States the CDC's 2022 surveillance put the figure higher, at about 1 in 31 eight-year-olds (CDC).
- Attention Deficit Hyperactivity Disorder (ADHD): Inattentiveness, hyperactivity, and impulsivity. Girls often present differently than boys, and many people are not diagnosed until adulthood. Roughly 129 million children ages 5-19 have ADHD worldwide, along with 366 million adults.
- Dyslexia: A neurological difference that makes connecting letters and sounds for fluent reading difficult. About 20% of children and adults have dyslexia, accounting for roughly 80-90% of learning disabilities.
- Dyspraxia: Affects coordination of movement.
- Dyscalculia: A learning disorder related to numbers and math.
- Tourette's syndrome: A nervous system condition causing uncontrollable, repetitive movements or tics.
Differences, not deficits
Recognizing variation in how the brain is wired is the starting point for inclusion and for sharper nurse-patient interaction. Moving from a deficit model, which tries to correct differences, to a strength-based model is the shift most care teams need.
Nurses need a working understanding of the types of neurodivergence and what they mean for care. One size does not fit all. "Nurses understanding of neurodivergence can be reflected in care plans and treatment contexts," Frawley said. "The individuality of each person is key."
Neuroatypical nurses
Little research exists on autistic nurses. Through a deficit lens, some assume autistic people cannot be nurses because of a perceived lack of empathy. Recent research suggests the tools used to measure empathy create more misconceptions about autistic people than they resolve. Neurodivergent nurses have areas of difficulty, but they also bring strengths and skills that are real resources to their teams.
Many neurodivergent healthcare providers never disclose their status at work for fear of discrimination. Women in particular tend to mask, or pretend to be neurotypical, which can erode their emotional and psychological wellbeing. As Frawley noted, ADHD was long treated as a condition of childhood, but it is now recognized in adulthood, where it brings both challenges and a range of skills and talents.
Guidance moving forward
Start by challenging the unconscious biases you and your colleagues hold around neurodivergence, then request inservice training. Frawley's paper argues for mandatory, repeated neurodiversity training for all public-facing professionals as part of continuing professional development, co-delivered by neurodivergent professionals for better outcomes.
Reasonable accommodations matter as much as training. Disability access law covers physical disabilities, but not every need is visible. Patients with neurodevelopmental differences may need accommodations too, such as reduced sensory input from noise and lights, so they can access their appointments. The same accommodations let aspiring neurodivergent nurses build careers. The National Institutes of Health offers an online Reasonable Accommodation Program intake form for workplace accommodation requests.
Frequently Asked Questions
What does neurodivergent mean?
Neurodivergent describes people whose brains process information differently from what is considered typical. It is an umbrella term that covers conditions such as autism, ADHD, dyslexia, dyspraxia, dyscalculia, and Tourette's syndrome. The neurodiversity movement frames these as variations rather than deficits or diseases.
How common is neurodivergence among patients and staff?
Estimates suggest up to about 20% of people are neurodivergent, which means nurses encounter it constantly in both patients and colleagues. For autism specifically, the WHO estimates about 1 in 100 children worldwide, while the CDC's 2022 US surveillance found about 1 in 31 eight-year-olds.
Can autistic or ADHD people be nurses?
Yes. Neurodivergent nurses work across the profession and bring real strengths to their teams. The assumption that autistic people lack the empathy to nurse comes from a deficit lens, and recent research suggests the tools used to measure empathy create more misconceptions than they resolve.
Why do neurodivergent nurses often hide their status at work?
Many fear discrimination if they disclose. Women in particular tend to mask, or pretend to be neurotypical, which can erode their emotional and psychological wellbeing over time.
What can nurses do to provide better care for neurodivergent patients?
Start by challenging unconscious bias and requesting neurodiversity training, ideally co-delivered by neurodivergent professionals. Then build in reasonable accommodations, such as reduced sensory input from noise and lights, so neurodivergent patients can actually access their appointments.