Neurodiversity in the workplace

For managers, HR, recruiters and colleagues: hire fairly, adjust work sensibly and support neurodivergent colleagues within the ADA.

For: Managers, HR professionals, recruiters and colleagues in US workplaces

  • 2 contact hours
  • 8 modules
  • 9 interactives
  • 4 job aids
  • Updated October 11, 2026

What you will be able to do

  • Explain neurodiversity and describe how common neurodivergent conditions may affect strengths and challenges at work without stereotyping.
  • Apply ADA Title I rules on coverage, disclosure, disability-related inquiries and confidentiality.
  • Recognize accommodation requests and use the interactive process and JAN resources to identify effective accommodations.
  • Design inclusive recruitment, interviews, onboarding and everyday adjustments to environment, communication, tools and scheduling.
  • Manage performance and conduct fairly, prevent disability harassment and retaliation, and escalate to HR or legal when needed.

Learn what neurodiversity means, how autism, ADHD, dyslexia, dyspraxia, dyscalculia and Tourette syndrome can show up at work, and how to respond with fairness instead of assumptions. You will practice recognizing accommodation requests, running the ADA interactive process with Job Accommodation Network resources, and redesigning job ads and interviews.

Built for managers, HR teams, recruiters and coworkers in offices, labs, job sites and support centers. Scenarios include a bank analyst, an electrical apprentice, a lab technician, a purchasing coordinator and a support agent.

Neurodivergent employees bring skills many teams need, yet hiring and everyday practices often screen them out. This course is practical and legally grounded: it separates what the ADA requires from EEOC guidance and good practice, protects privacy and avoids stereotypes, including positive ones.

What you’ll be able to do Monday morning

  1. Recognize a plain-words accommodation request and send it to HR the same day.
  2. Give instructions with task, scope and deadline in writing.
  3. Answer coworkers' questions about someone's arrangements without revealing anything medical.
  4. Remove style-based criteria such as eye contact from interview scoring.
  5. Stop and report any imitation or jokes about a colleague's differences.

Curriculum

8 modules · 32 lessons · about 2 contact hours

01What does neurodiversity mean at work?Free preview14 min
  1. The words, and what they mean
  2. Two ways of looking at difference
  3. How common is neurodivergence?
  4. Why it matters for managers and teams
  • Matching activity: Neurodiversity terms

Diagram · In practice checklist · 2-question knowledge check

02How might different neurodivergent conditions show up at work?16 min
  1. Conditions you are likely to meet
  2. Strengths without stereotypes
  3. Masking, burnout and why behavior gets misread
  4. Neurodivergence and disability
  • Sort activity: Work issue or style difference?

Diagram · In practice checklist · 3-question knowledge check

03What does the ADA require of employers?15 min
  1. Who is covered
  2. What counts as a disability
  3. Qualified individual, essential functions and the core duties
  4. Law, guidance and policy
  • Decision tree: Did an employee just ask for an accommodation?

Diagram · In practice checklist · 2-question knowledge check

04How should you handle disclosure, medical questions and confidentiality?15 min
  1. Disclosure is the employee's choice
  2. What employers may and may not ask
  3. Confidentiality: who can know what
  4. Documenting without overcollecting
  • Spot the issue: Spot the problems in a manager's email
  • Sort activity: Before the offer: which questions are allowed?

Diagram · In practice checklist · 2-question knowledge check

05How does the interactive process work, and where does JAN fit in?16 min
  1. Recognizing a request
  2. The interactive process, step by step
  3. Using the Job Accommodation Network
  4. Cost, undue hardship and what "reasonable" means
  • Branching scenario: Faisal's request

Diagram · In practice checklist · 2-question knowledge check

06How can recruitment and interviews be fair to neurodivergent candidates?15 min
  1. Where traditional hiring screens people out
  2. Writing inclusive job ads and applications
  3. Interviews that test the job
  4. Onboarding: the first 90 days
  • Spot the issue: Spot the barriers in a job posting

Diagram · In practice checklist · 2-question knowledge check

07What everyday adjustments help neurodivergent employees thrive?16 min
  1. Environment
  2. Communication
  3. Tools and scheduling
  4. Universal design: making the default better
  • Self-assessment: How neuroinclusive is your team?

Diagram · In practice checklist · 2-question knowledge check

08How do you manage performance fairly and prevent discrimination and harassment?16 min
  1. Same standards, fair process
  2. Conduct standards and disability
  3. Preventing disability harassment
  4. Retaliation, escalation and building an inclusive team
  • Ethics dilemma: Keep it quiet?

Diagram · In practice checklist · 2-question knowledge check

Final assessment: 23 questions, 75% to pass, then your certificate

Try it now, no account needed

Faisal's request

A branching scenario from this course. Your choices are not saved.

Free sample activity

Faisal's request

You are Marcelo in HR. Faisal has emailed about his learning disability and the new pricing spreadsheet. Guide the process.

Inside the course

Practice activities

  • Matching activity1
  • Sort activity2
  • Decision tree1
  • Spot the issue2
  • Branching scenario1
  • Self-assessment1
  • Ethics dilemma1

Job aids you keep

  • Neuroinclusive Workplace ChecklistChecklist
  • Reasonable Accommodation Procedure (Starter)Policy starter
  • Accommodation Conversation WorksheetWorksheet
  • Federal and State Quick Reference: Disability InclusionReference sheet

Credit and approval status

Certificate of completion

This course awards a certificate of completion for 2 contact hours of instruction. It is not approved or accredited by any licensing board, HR certification body or continuing education accreditor. If your credential accepts self-reported learning, check with that body whether this course qualifies and keep your certificate as a record.

Pathways we may pursue include pre-approval for HR professional development credits from HR certification bodies. No such approval exists today; the course page will show an approval only after it is granted.

Our full approvals list

Questions about this course

Does this course award continuing education credit?

No. Completing it earns a certificate of completion for 2 contact hours of instruction. The course is not approved or accredited by any licensing board, HR certification body or accreditor. If you hold a credential that accepts self-reported learning, check with that body whether this course qualifies.

Who should take this course?

Managers, HR staff, recruiters and colleagues in any US workplace. It covers hiring, everyday adjustments, the ADA accommodation process and respectful teamwork. Neurodivergent employees may also find it useful for understanding how the process should work.

Will this course teach me to identify neurodivergent employees?

No, and that is deliberate. Managers should never guess or speculate about diagnoses. The course teaches you to focus on work, recognize accommodation requests, keep information confidential and build practices that help everyone.

Does it cover state law?

It focuses on federal law (ADA Title I and EEOC regulations) and notes where states differ, for example states that cover smaller employers. State and local laws may give more protection, so check with HR or your state fair employment agency.

How long does it take and how do I pass?

Plan for about two hours across eight modules with interactive exercises. The final assessment has 23 questions and a passing score of 75%. Questions are scenario-based and drawn from the course content.

Were neurodivergent people involved in the course?

The course draws on federal guidance and the Job Accommodation Network, and it is scheduled for review by neurodivergent reviewers and employment counsel. We welcome feedback through the course page so we can keep improving it.

This course is general education and training awareness from CE Courses Hub on neurodiversity in the workplace. It is not legal, medical or professional advice and does not replace your employer's policies, your licensing board's rules, or advice from a qualified professional. Completing it earns a certificate of completion for the stated contact hours; it is not approved or accredited by any licensing board, state agency or accreditor unless an approval is shown on the course page. Check with your board, employer or state agency whether this course meets your specific requirement.