Inclusion is rarely experienced through a single identity, yet much of how organisations approach it still assumes exactly that.
A 2026 narrative review by Calvard and colleagues, brings this into sharp focus. Drawing on 69 studies across disciplines, the authors examine how neurodiversity intersects with other social identities, and how these intersections shape inequality, access, and development at work.
Their central message is clear. Neurodiversity cannot be understood in isolation. It is experienced through a web of identities, including gender, race, age, sexuality, and socioeconomic background, and these combinations fundamentally shape workplace inclusion.
1. Neurodiversity is not one experience
The review shows that research and practice often rely on simplified representations of neurodivergence, typically centred on a narrow profile. For example, autism research has historically focused on majority groups, overlooking how experiences differ across other identities. However, intersectional identities do not simply add together, they interact. A neurodivergent employee who is also from a racial minority or a lower socioeconomic background may face compounded barriers, including delayed diagnosis, reduced access to support, and greater exposure to bias.
2. Patterns of inequality are uneven and often hidden
The evidence also shows clear imbalances in what is studied and therefore what is prioritised.
Autism dominates the literature, while other forms of neurodivergence such as ADHD, dyslexia, and dyspraxia receive far less attention. Similarly, gender, particularly women’s experiences, is the most commonly examined intersection, while race, socioeconomic status, and sexual orientation remain under explored. Where intersectional insights do emerge, they are striking. For example, gendered expectations can lead to masking behaviours, delaying diagnosis and increasing mental health strain. Racialised neurodivergent employees may experience what the authors describe as layered disadvantage, where ableism and racism reinforce each other. Age, parental status, and life transitions such as menopause can further shape how neurodivergence is experienced at work.
Implications for leaders
The review challenges organisations to move beyond single category approaches to inclusion. Neuroinclusion initiatives that focus only on one dimension risk overlooking those with the most complex needs.
Instead, the evidence points to the importance of designing support systems that recognise intersecting identities. This includes more tailored adjustments, greater awareness of how bias operates across multiple dimensions, and policies that reflect the full employee experience rather than isolated characteristics.
You can read the original article here.
