Supporting neurodivergent colleagues does not require expertise in diagnoses. What matters most is awareness, flexibility, and psychological safety.

Peer-led care helps create environments where individuals can perform well without masking or overcompensating.

Recognising Stress Signals

Neurodivergent employees may experience stress differently. Signs can include heightened anxiety during changes, difficulty with ambiguous instructions, sensory overload, or withdrawal during high-pressure periods.

Peers who notice these patterns can offer support by checking in and helping reduce unnecessary friction.

Practical Ways Peers Can Help

Supportive peer actions might include:

• Offering clarity around tasks or priorities
• Providing written follow-ups after meetings
• Being mindful of sensory environments
• Allowing flexibility in communication styles

These small actions can significantly reduce stress and improve collaboration.

Encouraging Support Without Forcing Disclosure

Not everyone will feel comfortable sharing neurodivergent traits or mental health challenges. Peer support respects this choice while still offering practical help.

Frameworks such as Psychological First Aid help peers focus on safety, calm, and connection — rather than explanation or diagnosis.

Building Inclusive, Supportive Teams

When teams embrace diverse ways of thinking and working, everyone benefits. Peer-led support fosters trust, reduces misunderstanding, and strengthens collective resilience.

By normalising inclusive conversations, Singapore workplaces can move toward environments where mental well-being and diversity are understood as part of everyday work — not exceptions to manage.