October is ADHD Awareness Month and Dyslexia Awareness Month, marked in countries around the world. It also includes Dyslexia Awareness Week (5–11 October) and International Dyslexia Day (8 October). It is a good time to learn more about ADHD and dyslexia, and how workplaces can help people thrive, whether they disclose, choose not to, or may not yet know they are ADHD or dyslexic.
What is Dyslexia?
Dyslexia is a different way of processing information, and it affects around 1 in 10 people. The most common difference is in how the brain handles the sounds in words, which can make reading, spelling and writing harder. But many dyslexic people bring real strengths to work: exploring new ideas, problem-solving, seeing the big picture and communicating clearly. "Dyslexic Thinking" is now a skill you can add to your LinkedIn profile.
What is ADHD?
ADHD (attention deficit hyperactivity disorder) is a difference in how the brain manages attention, energy and impulses. It can make planning and staying organised harder. But many adults with ADHD bring deep focus on work that interests them, high energy and quick, creative thinking.
The key point: these strengths show up most when the workplace supports them.
The gap - Why these strengths stay hidden at work
Too often, these strengths stay hidden. In a global survey of more than 30,000 employees, only 27% of neurodivergent employees were "faring well" on health and burnout, compared with 51% of their colleagues. Closer to home, Irish research found that about 40% of neurodivergent employees believe their workplace is supportive, compared with 60% of their colleagues.
Three things that unlock strengths
1. Flexibility
Flexible working is one of the top three things neurodivergent employees say helps them thrive. Many adjustments cost little or nothing.
2. Good line managers
A study of 2,742 employees in Ireland found that neurodivergent employees' commitment to their organisation was shaped mainly by their relationships with managers.
3. Psychological safety
This means feeling safe to speak up, ask questions and work differently. Google's Project Aristotle found it was the most important factor in team success. Research also shows that teams gain most from different ways of thinking where psychological safety is high.
From awareness to action
As one employee in Dublin City University's research put it: "Awareness I think is one of the big things but then after awareness, it's action, right?"
This October, don't wait for anyone to tell you they have ADHD or dyslexia. Ask everyone in your team what helps them do their best work, then act on it. No one should need a label to get the support they need.
Awareness is a start. Action is what changes workplaces.
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TrustWorki helps organisations build neuroinclusive workplaces where different ways of thinking can thrive. Get in touch: hello@trustworki.com
References:
City & Guilds (2025) Neurodiversity Index Report 2025. London: City & Guilds.
Duhigg, C. (2016) 'What Google learned from its quest to build the perfect team', The New York Times Magazine, 25 February.
Edmans, A. (2025) The power of diverse thinking: how the best teams make decisions. The Diversity Project.
Fung, L.K., McLaughlin, C. and Healy, S. (2026) 'The role of neurodivergence in the relationships between attitudes towards workplace culture, sense of belonging and commitment to organization', Neurodiversity, 4, pp. 1–12.
Gormley, L., Brennan, A., Fox, I. and O'Keeffe, C. (2025) Guidelines to tackling barriers in the workplace for neurodivergent people. Dublin: Dublin City University.
World Economic Forum and McKinsey Health Institute (2025) Thriving workplaces: how employers can improve productivity and change lives. Geneva: World Economic Forum.
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