Neurodiversity — including conditions such as ADHD, autism, dyslexia, and others — is increasingly recognised in workplaces. In Singapore, however, conversations around neurodiversity remain limited, often due to lack of awareness rather than lack of willingness.

Peer support can help bridge this gap.

Understanding Neurodiversity in the Workplace

Neurodivergent employees may experience differences in attention, communication, sensory processing, or stress response. These differences are not deficits, but they can interact with workplace demands in challenging ways — particularly in fast-paced or highly structured environments.

Without understanding, behaviours may be misinterpreted as disengagement, inefficiency, or lack of motivation.

Why Peer Support Matters

Peer support provides a low-pressure way for neurodivergent employees to feel understood without needing formal disclosure. Simple practices — such as clarifying expectations, allowing time to process information, or checking preferred communication styles — can make a meaningful difference.

These adjustments benefit many employees, not only those who identify as neurodivergent.

Normalising Difference Through Everyday Practice

Inclusive mental health conversations focus on needs, not labels. Asking “What helps you work best?” or “How can we make this clearer?” creates space for diverse working styles without singling anyone out.

When peers model curiosity and respect, inclusion becomes part of everyday culture rather than a special initiative.