Dr. Sandeep Vohra on Embracing Neurodiversity in Indian Workplaces

Mental health at the workplace is gaining much-needed attention, especially as we better understand the diverse ways people think and process the world. Neurodivergence—including conditions such as autism, ADHD, and dyslexia—plays a significant role in how individuals experience work and mental well-being. Yet, many Indian workplaces still struggle to provide environments that support these differences.

This World Mental Health Day, Local Samosa speaks with Dr. Sandeep Vohra — a leading psychiatrist and pioneer in digital mental health — about what it means to create truly inclusive workplaces for neurodivergent individuals in India. From autism and ADHD to dyslexia, he unpacks the challenges, untapped strengths, and what Indian organisations can do to shift from surface-level compliance to meaningful neurodiversity inclusion.

What is Neurodivergence?

Neurodivergence refers to the natural differences in how people’s brains work — how they think, learn, and process the world around them. This includes conditions like autism spectrum disorder (ASD), attention-deficit/hyperactivity disorder (ADHD), and dyslexia. In India, these conditions are far more common than many realise. For instance, studies suggest that about 1 in 68 children may be on the autism spectrum, which amounts to nearly 2 million children across the country. ADHD shows up in varying degrees, with prevalence estimates ranging from 1.3% to almost 29%, and a pooled average of around 7.1%. Dyslexia, one of the most common learning differences, is believed to affect around 6.2% of children and adolescents in India. These numbers highlight the importance of greater awareness, early diagnosis, and inclusive support systems.

Defining “Neurodivergence” in the Workplace Context

Dr. Sandeep says that in the workplace, neurodivergent individuals often possess unique strengths, such as exceptional attention to detail, innovative problem-solving abilities, and high levels of focus in areas of interest. “However, without appropriate accommodations, they may face challenges in environments that demand rigid structures, rapid information processing, or conventional communication styles. For instance, individuals with ASD might struggle with open-plan offices due to sensory sensitivities, while those with ADHD may find it difficult to maintain sustained attention in traditional settings.”

“Addressing these challenges requires a multifaceted approach, including raising awareness, implementing reasonable accommodations, and fostering an inclusive culture,” he explains. “Organisations that embrace neurodiversity often experience enhanced innovation, improved employee satisfaction, and a broader range of perspectives. By recognizing and valuing neurodivergent individuals, workplaces can unlock untapped potential, leading to mutual growth and success.”

Key Strengths and Advantages of Neurodivergent Individuals at Work

From a clinical standpoint, neurodivergent individuals with conditions such as ADHD, autism spectrum disorder, dyslexia, or other cognitive differences bring unique strengths and perspectives that can be highly valuable in professional settings, Dr. Sandeep mentions.

“One of the key advantages is divergent thinking. Many neurodivergent individuals excel at problem-solving in unconventional ways, spotting patterns, or generating creative solutions that others might overlook. Additionally, traits such as hyperfocus or intense interest in specific domains can lead to deep expertise and high-quality output, especially on tasks that require precision, analysis, or innovative thinking. Their attention to detail and ability to think systematically often strengthen processes and quality control measures.”

According to Dr. Sandeep, neurodivergent employees bring valuable cognitive diversity to teams, fostering better collaboration and innovation. In India’s typically hierarchical and process-driven workplaces, their unique perspectives can challenge assumptions and drive meaningful change. With the right support—such as structured communication, inclusive policies, and simple accommodations like flexible work setups—these strengths can thrive. He emphasises that neurodivergent individuals often contribute creativity, deep expertise, and strong problem-solving skills, making them a significant asset to any organisation.

Common Challenges Neurodivergent Employees Face in Indian Workplaces

Neurodivergent employees, including those with conditions such as autism spectrum disorder, ADHD, dyslexia, or anxiety disorders, often face a range of challenges in Indian workplaces. From a psychiatrist’s perspective, Dr. Sandeep points out, these challenges span recruitment, performance, team dynamics, and workplace environments.

Recruitment: The recruitment process in India is often standardized and highly structured, relying heavily on resumes, written tests, and panel interviews. Neurodivergent candidates may face difficulties in expressing their strengths in conventional formats, particularly in timed assessments, social interviews, or situations that require rapid interpersonal responses. Misinterpretation of communication styles or atypical social behaviors may result in unconscious bias, leading to qualified candidates being overlooked.

Performance and Evaluation: Performance metrics in many Indian organizations focus on output, speed, and adherence to traditional workflows. Neurodivergent employees may thrive with structured, individualized approaches or require alternative strategies to demonstrate competence. Without accommodations like flexible deadlines, clear instructions, or task segmentation, they may be unfairly judged, leading to stress, burnout, or underutilization of their skills.

Team Dynamics and Social Integration: Teamwork and collaborative environments can pose challenges if colleagues are unaware or untrained in neurodiversity. Misunderstandings around communication style, sensory sensitivities, or working preferences can result in social isolation or conflict. Neurodivergent employees may require explicit norms, structured collaboration, and inclusive communication practices to feel integrated and perform optimally.

Sensory and Physical Environments: Many workplaces in India are not designed with sensory sensitivities in mind. Open-plan offices, high noise levels, bright lighting, and frequent interruptions can be overwhelming for neurodivergent employees, particularly those with autism or sensory processing differences. Lack of quiet zones, flexible seating, or remote work options may exacerbate stress and reduce productivity.

He says that addressing these challenges requires awareness, accommodation, and systemic change. From a psychiatric perspective, organizations benefit from neurodiversity training, inclusive policies, flexible work arrangements, and individualized support strategies. Such measures not only enhance the well-being of neurodivergent employees but also unlock unique cognitive strengths and innovation potential within teams.

Identifying and Implementing Accommodations for Neurodivergent Staff

There must be ways organisations identify and implement “reasonable accommodations” for neurodivergent staff, without stigmatizing them or making it feel like “special treatment”. 

“I believe organizations can support neurodivergent employees effectively without stigmatizing them by adopting inclusive strategies that normalize accommodations,” Dr. Sandeep reflects. 

Research shows that around 70% of neurodivergent adults experience stigma at work and fear negative repercussions when requesting accommodations. To address this, experts say that workplaces should frame accommodations as standard practices that enhance productivity for everyone. Simple measures, such as flexible work hours, clear written instructions, or the option to work in sensory-friendly spaces like quiet zones or using noise-canceling headphones, can benefit neurodivergent employees while also improving the environment for all staff. 

He states, “Creating a culture that encourages open dialogue and self-advocacy is equally important. Managers should be trained to recognize and proactively address neurodivergent employees’ needs, ensuring that support is seen as enabling rather than preferential. Offering tailored resources, such as mentorship programs or access to occupational therapists, can empower neurodivergent staff to perform at their best without feeling singled out. By integrating these strategies, organizations not only reduce stigma but also cultivate an environment where neurodiversity is valued, enabling all employees to thrive and contribute meaningfully to the organization’s goals.”

Does the Legal and Regulatory Framework Help or Harm?

We asked Dr. Sandeep how the legal and regulatory framework in India like the RPWD Act support or limit neurodiversity inclusion at work and what gaps still remain. He agrees that the legal and regulatory framework in India, particularly the Rights of Persons with Disabilities (RPWD) Act, 2016, provides a significant foundation for promoting neurodiversity inclusion in the workplace. By expanding the definition of disability to include conditions such as autism spectrum disorder (ASD) and specific learning disabilities, the Act aligns with the UN Convention on the Rights of Persons with Disabilities and legally recognizes the rights of neurodivergent individuals to equal employment opportunities. 

“Provisions like anti-discrimination measures, mandatory reasonable accommodations, and requirements for organizations with 20 or more employees to implement Equal Opportunity Policies are intended to create enabling work environments where neurodiverse individuals can thrive. To strengthen neurodiversity inclusion in India’s workforce, the RPWD Act could benefit from targeted amendments and complementary measures. Explicit recognition of a broader spectrum of neurodivergent conditions, nationwide awareness and training programs for employers, mandatory access to adaptive technologies, and stronger enforcement mechanisms would collectively enhance both legal protection and practical support for neurodiverse employees. Creating a structured and well-supported framework is essential not only for compliance but for fostering meaningful inclusion, productivity, and mental well-being among neurodivergent professionals,” says Dr. Sandeep.

How “Masking” Affects Mental Health and More

The question remains about how “masking” like suppressing one’s natural neurodivergent traits to fit in affects mental health, productivity, and long‑term well‑being.

Dr. Sandeep vocalises that concealing one’s natural neurodivergent traits to fit societal expectations can have profound effects on mental health, productivity, and long-term well-being. “While masking may serve as a coping mechanism to navigate social and professional environments, its prolonged use often leads to significant psychological and physiological consequences. Masking is closely linked to increased risks of anxiety, depression, and burnout.”

Studies show that neurodivergent individuals who engage in masking behaviors report higher levels of emotional exhaustion and stress. Research indicates that masking correlates with social anxiety, decreased mental well-being, and lower self-esteem, particularly among autistic individuals. The constant effort to suppress natural behaviors can lead to a diminished sense of self, resulting in feelings of isolation and disconnection from one’s authentic identity.

Dr. Sandeep highlights that while masking — the act of suppressing one’s neurodivergent traits to fit into social or professional norms — may seem helpful at first, it often has damaging long-term effects. The mental effort required to constantly monitor and adjust behaviour can hinder focus, decision-making, and productivity. Over time, this strain can lead to emotional exhaustion, burnout, and more serious mental health issues like depression or suicidal thoughts. Dr. Sandeep stresses that societal pressures to conform only worsen these challenges by reinforcing stigma. He advocates for inclusive environments where neurodivergent individuals can be their authentic selves, noting that such spaces are key to reducing the harmful impact of masking and supporting long-term well-being.

Policies with Training, Awareness and Culture Change

“To foster truly inclusive workplaces for neurodivergent employees, organizations must prioritize training, awareness, and culture change alongside formal policies. While policies provide essential frameworks, they are insufficient without active engagement and Understanding,” Dr. Sandeep remarks.

Training and Awareness: Implementing neurodiversity training equips employees with the knowledge to recognize and support neurodivergent colleagues effectively. Research indicates that such training can enhance empathy, reduce discrimination, and improve communication within teams. For instance, Auticon’s three-phase training program, which includes awareness-building and advanced workshops, has been instrumental in creating inclusive environments by addressing unconscious biases and promoting best practices for supporting neurodivergent individuals.

Culture Change: Cultivating a culture that values neurodiversity involves more than just training; it requires leadership commitment and consistent reinforcement of inclusive behaviors. Organizations that actively promote neurodiversity through culture change initiatives often see improved employee engagement and retention. A study by Neurodiversity in Business found that career progression and psychological safety were critical for retention and well-being, more so than the provision of accommodations alone.

Policy Integration: While training and culture change are vital, they must be supported by inclusive policies that provide clear guidelines and support structures. The integration of inclusive policies with training and culture change efforts creates a comprehensive approach that addresses the needs of neurodivergent employees holistically.

A multifaceted approach that combines training, awareness, culture change, and supportive policies is essential for creating truly inclusive workplaces for neurodivergent individuals. This integrated strategy not only benefits neurodivergent employees but also enhances overall organizational performance and innovation.

Who is Actively Embracing Neurodiversity?

Several Indian companies and startups have actively embraced neurodiversity in their hiring and workplace practices, recognizing the unique strengths neurodivergent individuals bring to the workforce. 

“Notable examples include SAP Labs India, which runs the Autism at Work program with tailored onboarding, mentorship, and job coaching to support employees on the autism spectrum. EY India has established a Neuro-Diverse Centre of Excellence, hiring neurodivergent talent for roles such as data leakage prevention and providing training for managers to foster an inclusive environment. Publicis Sapient collaborates with NGOs and specialized platforms to identify neurodivergent talent and implement workplace accommodations, while Atypical Advantage connects neurodivergent individuals with companies like Amazon, Marico, Nestlé, and The Lalit to facilitate inclusive recruitment,” Dr. Sandeep observes.

“Additionally, Oswald Labs focuses on accessibility technology and actively promotes neurodiversity within its organizational culture. From a psychiatric standpoint, embracing neurodiversity is crucial for fostering a mentally healthy and productive workplace. Neurodivergent individuals, including those with autism, ADHD, and dyslexia, often possess exceptional attention to detail, innovative problem-solving abilities, and the capacity for deep focus. However, traditional workplace structures may not always support their needs, with challenges such as sensory sensitivities, difficulties in social interactions, and the need for structured communication potentially impacting performance and well-being. Companies that have successfully integrated neurodivergent talent often implement best practices such as skills-based assessments instead of conventional interviews, workplace accommodations like sensory-friendly environments and flexible hours, and awareness training for managers and teams to nurture an inclusive culture.”

Dr. Sandeep notes that by embracing inclusive strategies, organisations do more than meet diversity standards — they unlock greater performance, creativity, and innovation through the unique cognitive strengths of neurodivergent employees. He adds that the growing efforts by Indian companies to support neurodiversity mark a positive shift towards more inclusive, adaptive, and high-performing workplaces across industries.

Adapting Hiring and Performance Evaluation

As a psychiatrist specializing in neurodevelopmental conditions, Dr. Sandeep has seen how traditional workplace systems—particularly hiring and performance evaluations—often fail to capture the true potential of neurodivergent individuals. “Conditions such as autism spectrum disorder (ASD), ADHD, dyslexia, and dyspraxia involve differences in cognition, communication, and sensory processing, yet recruitment frameworks remain designed for neurotypical norms. Standard interviews, with their focus on eye contact, small talk, and rapid responses, tend to measure social fluency rather than actual job competence.”

Research shows that autistic candidates, for example, consistently rate interviews and group assessment tasks as disproportionately stressful and unrepresentative of their abilities, despite being highly capable in their fields. Similarly, timed tests and rigid evaluation formats can unfairly disadvantage individuals with executive functioning differences, even when their actual work output is strong.

Dr. Sandeep emphasises that for workplaces to become genuinely inclusive, hiring and evaluation processes must move away from assessing performative traits and instead focus on job-relevant skills. He recommends structured interviews with standardised scoring, practical work-sample assessments, and sensory-friendly environments to ensure neurodivergent candidates can perform at their best—without compromising on quality or standards.

Equally important, he notes, is the need to adapt performance evaluations. Traditional appraisal systems often reward conformity, overlooking the distinct strengths neurodivergent employees offer. Dr. Sandeep advocates for a strengths-based, flexible approach that includes clear expectations, specific feedback, and recognition of diverse working and communication styles.

He also highlights the legal and ethical obligations organisations have to provide reasonable adjustments and transparent procedures. With evidence from global neurodiversity employment initiatives showing improved retention, innovation, and productivity, Dr. Sandeep asserts that supporting neurodivergent talent isn’t just the right thing to do—it’s also a business advantage. As he puts it, “fair assessment means evaluating the work—not performance under pressure.”

Shifting from Compliance to Celebration: The Future of Neurodiversity at Work in India

Looking ahead, Dr. Sandeep is optimistic that Indian workplaces will make significant progress over the next 5–10 years in embracing neurodiversity—not as a compliance requirement, but as a strategic and cultural advantage. He notes a growing understanding that conditions such as autism, ADHD, and dyslexia are not deficits, but different cognitive styles that offer unique strengths like creativity, pattern recognition, and innovative problem-solving.

While India has a sizable neurodivergent population—estimated at 2–3% on the autism spectrum alone—workplace inclusion remains limited. However, initiatives like InclusivEd in Mumbai, the country’s first university-certified skilling programme for neurodivergent adults, signal a shift towards meaningful employment pathways. Corporates, too, are beginning to recognise the potential, with global research suggesting that neurodiverse teams can be up to 30% more productive.

Dr. Sandeep highlights two urgent priorities: first, investing in awareness and training for employers and HR professionals to foster inclusive environments with flexible policies, adaptive tools, and mentorship. Second, India needs robust, context-specific research into the workplace experiences of neurodivergent individuals to ensure policies are informed and effective. He believes that with collaboration between business leaders, policymakers, and mental health professionals, India can move from a deficit-based view of neurodivergence to one that celebrates it as a source of innovation and resilience.