Facility Managers Can Help Neurodivergent Employees Thrive

Embracing neurodiversity can boost productivity, retention, and morale for facility teams

Feb. 1, 2026 at 6:15pm

Got story updates? Submit your updates here. ›

Facility managers can help neurodiverse employees find success while on the job. Companies with neurodivergent hiring programs see 48% higher retention and 89% report improvements in morale and engagement. For facility managers battling labor shortages and growing operational complexity, embracing neurodiversity can be a competitive edge.

Why it matters

Worldwide, 15-20% of the population is considered neurodivergent, yet this massive segment of the workforce remains significantly underemployed. By adopting a strengths-based approach and making simple accommodations, facility managers can unlock the benefits of neurodiversity, including higher productivity, better retention, and stronger team culture.

The details

Many neurodivergent conditions come with strategic advantages like strong pattern recognition, exceptional memory, and mathematical abilities. However, neurodivergent conditions are often viewed through a deficit-based lens. Facility managers can instead focus on identifying and leveraging the strengths of neurodivergent employees. Simple accommodations like pairing verbal directions with written checklists, giving advance notice for meetings, and establishing clear communication rules can make a big impact.

  • Facility managers are currently battling labor shortages and growing operational complexity.

The players

Lawrence Fung

Director of the Stanford Neurodiversity Project.

Mydisabilityjobs.com

A website that reports on the employment landscape for neurodivergent individuals.

Got photos? Submit your photos here. ›

What they’re saying

“When someone has one of these neurodiverse conditions, we consider them neurodivergent.”

— Lawrence Fung, Director of the Stanford Neurodiversity Project

“If you establish the environment using universal design principles, then you don't need to identify who is neurodivergent.”

— Lawrence Fung, Director of the Stanford Neurodiversity Project

“When people feel like it's a safe place to talk, they will tell you what they need. But if they feel that showing their vulnerability will have a negative impact, they will not speak up. Supervisors need to be ready and willing to provide tools that can help.”

— Lawrence Fung, Director of the Stanford Neurodiversity Project

What’s next

Facility managers can start by learning more about neurodiversity and how to adopt a strengths-based approach to supporting neurodivergent employees. They should also review their communication styles, onboarding practices, and workplace accommodations to create an environment where all employees can thrive.

The takeaway

By embracing neurodiversity and making simple, inclusive changes, facility managers can unlock a competitive edge in the form of higher productivity, better retention, and stronger team culture. Neurodivergent employees bring unique strengths that can be a perfect fit for the demands of facilities work.