Excellent memories; expert attention to detail; an impeccable work ethic; creative approaches to problem solving; these are just a few of the strengths shared by many individuals who are neurodivergent, along with specialized skills in technology, data analytics, media, the arts, and much more. One less widely noted trait is the tendency of many neurodivergent individuals to hyperfocus, or concentrate deeply on one specific task or subject. While it can apply to other forms of neurodivergence, hyperfocusing is most common among individuals with autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), or both (an overlap sometimes referred to as AuDHD). Not surprisingly, hyperfocusing can be both a strength and a drawback, particularly in the workplace. On the plus side, hyperfocusing can provide a major boost to productivity in completing tasks and assignments. As Dr. Susan Rathmell notes in an article for Upward Behavioral Health.com, hyperfocusing is closely connected to creative problem-solving, as neurodivergent individuals often excel at thinking outside the box and creating innovative ideas. It can also lead to the kind of passion-driven work that stems from intense interest and focus on a given subject. On the other hand, hyperfocusing can be detrimental when individuals become so deeply absorbed in a task that they miss deadlines, workplace meetings, and other responsibilities. This raises an important question: how can companies and people who are neurodivergent channel hyperfocusing to utilize its strengths, while reducing or preventing the drawbacks?
One way to shift hyperfocusing in a healthier and more constructive direction is through universal design. Developed by American architect Ron Mace in the 1980s, universal design seeks to make schools, city streets, technological products, educational programs, and workplaces fully accessible for everyone to the greatest possible extent. While universal design has gained traction since the 1980s, many companies have still not made it central to their approach. As GaltStaffing.com points out in their article “Neurodiversity and Productivity”, most companies still “design their workplaces for neurotypical people. They use traditional workflows like rigid 9-to-5 schedules, fixed meeting times, and open-plan offices.” In our own article (“Universal Design: Could it Transform Neurodiverse Employment?”), Creative Spirit explored how the 7 core principles of UD – equitable use, flexibility in use, simple and intuitive use, perceptible information, tolerance for error, low physical effort, and size and space for approach and use – can transform neurodiverse employment. With universal design, companies can minimize distractions through quiet work zones, noise-canceling options, private focus rooms, flexible seating arrangements, and control over lighting and sensory input. Reducing or eliminating these distractions would go a long way toward bringing out the constructive aspects of hyperfocusing.
Another method companies can use to channel the benefits of hyperfocusing is intentionally assigning projects that align with an employee’s specific interests and motivations. For example, projects can be oriented around creative problem-solving, data analysis, writing and editing, innovation, etc. As SimplyPsychology.com puts it: “When ADHD interests align with job requirements, the result can be unusually deep expertise and output.”
Individuals who are neurodivergent have shared their own experiences with the pros and cons of hyperfocusing. “When an idea, problem, or situation is in my line of sight, I focus on nothing else until it’s solved,” Danny Combs, founder of Teaching the Autism Community Trades and co-founder of the Colorado Neurodiversity Chamber of Commerce, writes. Combs says the ability to hyperfocus has “helped me tremendously, but it has also caused conflict and communication challenges within my team. Things that seem clear to me are often missed or misunderstood by others. Communicating effectively can be difficult, but it is vital.” Combs cites a 2023 Neurodiversity at Work survey from researchers at Birkbeck, University of London. Out of 1,117 neurodivergent individuals surveyed, 80% described hyperfocusing not as a drawback, but as one of their core strengths. Appreciating how prevalent, yet untapped, hyperfocus is as a strength should motivate employers to draw on it much more effectively.
Universal design may be the answer both to supporting strengths like hyperfocusing and in enhancing inclusion in a practical, cost-effective way that goes beyond basic accommodations. In her article “Universal Design for Neurodiversity: Building Inclusion Into Your Workplace From the Ground Up”, Jenefer Livings outlines some of the shortcomings of reasonable accommodations, such as needing to be triggered by disclosure; being reactive and individual; delivered through Workplace Needs Assessments; and being tailored to a specific individual’s needs. By contrast, universal design benefits everyone, regardless of whether or not the person chooses to disclose, along with being built into policies, processes, and environments. Livings also notes that universal design is proactive and systemic and is implemented through organizational consultancy and strategy. Livings also points out the compelling business case for universal design. Companies like JPMorgan Chase found that participants in their “Autism at Work” program were 90 – 140% more productive than their neurotypical peers, while SAP reported retention rates above 90% for neurodivergent hires, and GCHQ actively recruits employees who are dyslexic for their ability to “see through” the noise and simplify complex data.
Livings also recommends adjustments that she believes should become universal standards for neurodiverse inclusion and accessibility. This includes steps that can channel hyperfocus proactively, such as an employee with ADHD using “body doubling”, or working with a coworker to maintain focus; implementing “focus blocks”, meaning calendar time where meetings are prohibited, allowing employees to engage in deep focus without interruption or the risk of missing important meetings; or making it standard practice to distribute agendas and supporting documents 48 hours before all meetings. As Livings points out, “Everyone benefits from time to prepare and introverts particularly appreciate not being put on the spot.”
These are just a few of the cost-effective, workplace practices that can channel characteristics of neurodivergence, such as hyperfocusing, in a positive, constructive direction. The meaningful, substantive work that stems from deep focus and concentration is something that all companies can and should benefit from. By applying universal design principles and restructuring their approach to accessibility, companies can go beyond reasonable accommodations to create workplaces driven by the full creative potential of neurodiversity. Creating that workplace is a goal all companies should focus – and hyperfocus – on achieving.
Sources
Rathmell, Susan. “Understanding Neurodivergent Focus: The Dual Nature of Under-Focusing and Over-Focusing in ADHD and Autism.” Upward Behavioral Health, 24 Oct. 2025, https://upwardbehavioralhealth.com/understanding-neurodivergent-focus-the-dual-nature-of-under-focusing-and-over-focusing-in-adhd-and-autism
“Neurodiversity and Productivity.” Galt Staffing, 12 Mar. 2025, galtstaffing.com/neurodiversity-and-productivity/.
“ADHD at Work: 10 Strategies to Improve Productivity.” Simply Psychology, www.simplypsychology.com/articles/adhd-workplace-tips.
Combs, Danny. “Neurodivergent Workplaces: Why Inclusivity Drives Innovation.” ADDitude, ADDitude Magazine, www.additudemag.com/neurodivergent-workplaces-inclusivity-innovation-adhd/.
Livings, Jenefer. “Universal Design for Neurodiversity: Building Inclusion into Your Workplace from the Ground Up.” Silk Helix, www.silkhelix.co.uk/knowledge/universal-design-for-neurodiversity/.
Creative Spirit. “Universal Design: Could It Transform Neurodiverse Employment?” Creative Spirit, https://www.creativespirit-us.org/sensory-overload-universal-design/.
“Neurodiversity at Work Survey.” Birkbeck, University of London, 2023, www.bbk.ac.uk/.
