Neurodivergence describes the natural variation in how human brains develop and function. Understanding and embracing neurological differences is key to building a more inclusive, supportive society for everyone.
What Does "Neurodivergent" Mean?
“Neurodivergent” describes individuals whose neurological development and functioning differ from what is considered typical — sometimes called “neurotypical.” It is often used to refer to people with conditions such as autism, ADHD (Attention-Deficit/Hyperactivity Disorder), dyslexia, and other cognitive or developmental differences.
The concept of neurodivergence challenges the idea that there is a single, “normal” way for the brain to function. It recognizes that neurological diversity is a natural part of human variation and that different brain types bring unique strengths, perspectives, and ways of experiencing the world.
A note on language: Many people use “neurodivergent” as a positive, affirming identity. Others prefer person-first language (e.g., “a person with ADHD”) or identity-first language (e.g., “an autistic person”). It is always best to follow the preference of the individual you are speaking with or about.
Neurodivergence is not a mental illness, though neurodivergent people may also experience mental health challenges — often as a result of living in environments that are not designed with their needs in mind. Inclusion, understanding, and appropriate support can make a meaningful difference.
Common Forms of Neurodivergence
Neurodivergence encompasses a wide range of neurological differences. Some of the most commonly recognized include:
Autism Spectrum Disorder (ASD)
A broad range of differences in social communication, sensory processing, and patterns of behaviour or interest. Autism is a spectrum — no two autistic people are alike. Autism prevalence in Canadian children and youth has risen to approximately 1 in 44.
ADHD
Attention-Deficit/Hyperactivity Disorder affects focus, impulse control, and activity levels. It can present as inattentive, hyperactive-impulsive, or a combination of both. ADHD affects people of all ages and genders.
Dyslexia
A learning difference that primarily affects reading, spelling, and language processing. People with dyslexia often have strong creative, problem-solving, and big-picture thinking abilities.
Dyspraxia (DCD)
Developmental Coordination Disorder affects motor coordination and planning. It can also impact organization, memory, and sensory processing.
Dyscalculia
A learning difference that affects the ability to understand and work with numbers and mathematical concepts.
Tourette Syndrome
A neurological condition characterized by repetitive, involuntary movements or vocalizations called tics. Tourette’s syndrome often co-occurs with ADHD or OCD.
Schizophrenia
A complex condition that affects how a person thinks, feels, and perceives the world. While sometimes considered within the broader neurodivergence conversation, schizophrenia is also a serious mental health condition that benefits from specialized care and support.
Other Differences
Neurodivergence is a broad term. Some people also include conditions such as sensory processing differences, hyperlexia, and others within this umbrella.
Neurodivergence is not a deficit. While neurodivergent people may face real challenges — particularly in environments designed for neurotypical people — neurodivergence also brings genuine strengths. The goal is not to “fix” neurodivergent people, but to build systems and communities that work for everyone.
Strengths and Perspectives
Neurodivergent people bring a wide range of valuable strengths to their families, workplaces, and communities. While every individual is different, some commonly noted strengths include:
Creative Thinking
Approaching problems from unexpected angles and generating original ideas
Deep Focus
Intense concentration and expertise in areas of personal interest
Pattern Recognition
Noticing connections and details that others may overlook
Honesty and Directness
Clear, straightforward communication and a strong sense of fairness
Resilience
Navigating a world not always designed for them builds adaptability and determination
Unique Perspectives
Seeing the world differently contributes to innovation and diverse thinking
Inclusion is not just about accommodation — it is about recognizing that diverse minds make our communities, workplaces, and institutions stronger.
Many neurodivergent people engage in “masking”, also called camouflaging, which means making a deliberate effort to hide or suppress their neurodivergent traits in order to blend in with social expectations. This can involve mimicking neurotypical behaviours, suppressing stimming, forcing eye contact, or carefully scripting conversations.
Masking is often an unconscious response to environments where being “different” has led to negative experiences — such as bullying, exclusion, or misunderstanding. While it can help people navigate social situations in the short term, research consistently shows that sustained masking takes a significant toll on mental health and well-being.
The Cost of Masking
- Exhaustion and burnout from the constant effort of suppressing natural behaviours
- Increased anxiety, depression, and feelings of isolation
- Loss of a sense of self and authentic identity
- Delayed diagnosis, because symptoms are hidden from health care providers and others
- Difficulty recognizing one’s own needs and limits
Unmasking takes time. Learning to unmask — to express your authentic self — is a gradual process. There is no required timeline. Creating safe, accepting environments at home, school, and work is one of the most important things communities can do to support neurodivergent people in being themselves.
How to Support Someone Who Masks
- Create environments where differences are welcomed, not just tolerated
- Avoid pressuring people to make eye contact, respond in expected ways, or suppress self-soothing behaviours
- Listen without judgement and follow the lead of the neurodivergent person
- Learn about neurodivergence from neurodivergent voices and lived experience
- Advocate for inclusive policies in schools, workplaces, and health care settings
Mental Health and Neurodivergence
Neurodivergence and mental health are related but distinct. Being neurodivergent is not a mental illness — however, neurodivergent people do experience higher rates of co-occurring mental health conditions, including anxiety, depression, and others.
This is often not an inevitable result of neurodivergence itself, but rather a consequence of navigating a world that was not designed with neurodivergent people in mind. Experiences of exclusion, misunderstanding, bullying, and the exhaustion of masking can all contribute to mental health challenges over time.
Common Co-occurring Conditions
Anxiety
There is extensive evidence of higher rates of anxiety co-occurring with autism, dyspraxia, and ADHD. Sensory sensitivities, social pressures, and the demands of masking can all contribute.
Depression
Feelings of isolation, repeated experiences of failure in environments not suited to one’s needs, and the chronic effort of masking can increase the risk of depression.
Burnout
Autistic burnout and ADHD burnout are real and distinct experiences — periods of profound exhaustion, withdrawal, and reduced functioning that can result from sustained overload.
OCD and Tics
Obsessive-compulsive disorder and tic disorders frequently co-occur with autism and ADHD, and may require specialized assessment and support.
Getting the right support matters. Mental health support for neurodivergent people works best when tailored to their specific needs and delivered by professionals with experience working with neurodivergence. A diagnosis — whether of neurodivergence, a mental health condition, or both — can be an important step toward accessing the right care.
Living with Schizophrenia
Schizophrenia affects approximately 1 in 100 Canadians and is characterized by experiences such as hallucinations, delusions, and disorganized thinking. While it is sometimes discussed within the broader neurodivergence conversation, it is also a serious mental health condition that benefits from specialized care, including medication, therapy, and community support.
People living with schizophrenia can and do lead meaningful, fulfilling lives — particularly when they have access to appropriate treatment and a supportive community around them. Reducing stigma and increasing understanding are essential to making that possible.
Neurodiversity in the Workplace
Workplace Inclusion
Many neurodivergent people face significant barriers in the workplace — from hiring processes that favour neurotypical communication styles, to open-plan offices that create sensory overload, to performance expectations that do not account for different ways of working. At the same time, neurodivergent employees bring tremendous value to organizations when they are properly supported.
Building a neuroinclusive workplace is not just the right thing to do — it is also good for organizations. Diverse teams that include neurodivergent thinkers are better at innovation, problem-solving, and seeing challenges from multiple angles.
What Neuroinclusion Looks Like
Flexible Work Arrangements
Offering options such as remote work, flexible hours, and varied work environments helps neurodivergent employees perform at their best.
Clear Communication
Providing instructions in writing, breaking tasks into clear steps, and checking in regularly reduces ambiguity and supports success.
Sensory Accommodations
Quiet spaces, reduced fluorescent lighting, noise-cancelling headphones, and other adjustments can significantly reduce sensory overload.
Inclusive Hiring
Rethinking interview formats, providing questions in advance, and focusing on skills rather than social performance opens doors for neurodivergent candidates.
Education and Awareness
Training managers and colleagues on neurodiversity builds understanding, reduces stigma, and creates a culture where everyone can thrive.
Psychological Safety
Creating an environment where neurodivergent employees feel safe to disclose their needs and ask for accommodations without fear of judgment or penalty.
Accommodation is a right. In Canada, employers have a legal duty to accommodate employees with disabilities — including neurodivergent conditions — up to the point of undue hardship. If you are a neurodivergent employee, you have the right to request workplace accommodations.
Finding Support
Whether you are newly diagnosed, exploring whether you might be neurodivergent, or supporting someone you care about, there are many paths to finding the right help.
- Talk to your family doctor or a specialist: A formal assessment can provide clarity and open doors to services, accommodations, and support.
- Connect with community organizations: Many organizations across Canada offer peer support, advocacy, and resources specifically for neurodivergent people and their families.
- Seek neurodivergent-affirming therapy: Look for mental health professionals who have experience with neurodivergence and who take a strengths-based, affirming approach.
- Find your community: Connecting with others who share similar experiences — whether in person or online — can reduce isolation and provide practical support.
- Advocate for yourself: Learning about your rights in education, employment, and health care is an important step toward getting the support you deserve.
You do not need a diagnosis to seek support. If you are struggling, reaching out to a mental health professional or community organization is a valid and worthwhile step, regardless of whether you have a formal diagnosis.
If You Are in Crisis
If you are experiencing a mental health crisis or need immediate emotional support, help is available any time of day or night.
9-8-8
Call or text 9-8-8 to reach Canada’s Suicide Crisis Helpline, available 24 hours a day, 7 days a week, in English and French.
Resources and Further Reading
The following resources offer additional information and support for neurodivergent people, their families, and those who want to learn more:
A personal story exploring what neurodivergence means, and a reminder that inclusion is not about fitting people into existing structures — it is about reshaping those structures to respect human rights, dignity, and difference.
An exploration of masking and camouflaging among neurodivergent people — what it is, why it happens, and why creating space for authenticity matters.
First-person perspectives on living with schizophrenia, challenging stigma and highlighting the importance of community, care, and understanding.