It provides new insight
A desk review conducted at the start of the project found that there is very little data available about the experience of neurodiversity in engineering and technology specifically. This study helps to fill that gap.
It focuses on the lived experiences of neurodivergent engineers and technicians
Findings are derived from a small-scale, in-depth, qualitative study, based on the experiences and reflections of neurodivergent engineers and technicians who took part in ten focus groups. (Research methodology is described in Methodology)
It shares the learning of those who carried out the research
The project was conducted by a core team of neurotypical and neurodivergent IET employees and external consultants, working alongside an Advisory Group of largely neurodivergent engineers and technicians.
All those involved were transparent and open about the things they learned about both neurodiversity and themselves.
There are several reasons why engineering employers should take note of our findings.
There are likely to be many more neurodivergent engineers and technicians in the workplace than is currently reported.
Section 2 - What is neurodiversity references a 2022 IET study in which 19% of those who responded said they identified as definitely or possibly neurodivergent.2
However, in Section 3 - Talking about neurodiversity at work we explain how not everyone who is neurodivergent has a formal diagnosis, and that they may not want or need to share their experience or feel safe doing so.
Neurodivergent engineers and technicians do not in general experience their workplaces as inclusive.
One of the implications of this is that engineering employers underutilise the talents of neurodivergent employees. In Section 4 - Strengths of neurodivergent engineers and Technicians we share insights into these strengths.
There is some evidence that engineering employers perform worse than other sectors in terms of neuroinclusion.3
In Section 5 - Challenges faced by neurodivergent engineers and Technicians we describe the range of workplace challenges faced by participants in this study.
Many of the changes required to create a more inclusive environment for neurodivergent people will also enhance the employment experience - and performance - of their neurotypical colleagues.
This is a concept known as the ‘curb-cut effect’.4 In Section 6 - Building a neuroinclusive environment, we describe the changes needed to create a more neuroinclusive environment in engineering and technology.
Recommendations
Section 7 - Suggestions and recommendations present a series of suggestions and recommendations of ways in which the engineering and technology sector can create a more inclusive environment for neurodivergent people.
There are a number of recommendations for employers, managers and colleagues, as well as external partners such as government and professional engineering institutions.
We also offer suggestions for neurodivergent engineers and technicians, to help them navigate their workplaces and achieve their potential.
There is a huge opportunity awaiting employers and teams in the engineering and technology sector who are willing to understand and address the needs of their neurodivergent staff and colleagues.
We hope this study helps increase awareness and understanding and galvanises action towards realising that opportunity.
2 ‘My story of improving neurodiversity awareness in engineering’, Laura Norton My story of improving neurodiversity awareness in engineering - Foothold (myfoothold.org) OR ‘Improving our understanding of EDI within our volunteering community’, IET Member News, March 2023 https://flipbook.brandbits.com/4c5933e4e9/index.html
3 ‘Workplace Neurodiversity: The Power of Difference’, The Institute of Leadership, October 2020,
https://leadership.global/resourceLibrary/workplace-neurodiversity-the-power-of-difference.html