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Workplaces and work practices that cater for cognitive difference benefit everyone, according to an occupational therapist who describes neurodiversity as "one of the great untapped sources of innovation in the workforce".

Some managers already offer informal adjustments to neurodiverse employees, and in the return-to-work context, many employers are accustomed to providing support and adjustments while maintaining appropriate performance expectations, says Rehab Management CEO Renee Thornton.

However, she says, far fewer employers are incorporating strengths-based design into their organisational frameworks.

"Too often, organisations focus on compliance, policies and training modules rather than culture and design," Thornton tells HR Daily.

"Strengths-based design is really looking at an individual's abilities and strengths, and then designing work and processes around that...