Cutting Through the Noise on Neurodivergence in Medicine

Neurodiversity is often in the headlines, with articles ranging from scaremongering about an explosion in diagnoses to helpful and informative pieces on how best to support neurodivergent family, friends, and colleagues.

The amount of information available can feel overwhelming and confusing, given the proliferation of opinion on the issue. As a neurodivergent individual myself, navigating this range of content can be challenging and frustrating. One moment it feels supportive and validating; the next it can feel quite the opposite.

To mark Neurodiversity Celebration Week 2026, I’m looking at what neurodiversity is and what is happening across the healthcare profession to support neurodivergent colleagues

Understanding Neurodiversity

Starting with the basics, neurodiversity simply refers to the natural diversity of human brains and how they function. Neurodivergent individuals are those whose brains and cognitive functioning differ from what is considered typical. It is estimated that we make up to 15% of the population.

Neurodivergent conditions include autism, ADHD, dyslexia, dyspraxia, dyscalculia, and Tourette syndrome. Although diagnoses of many neurodivergent conditions are increasing, this may not reflect increasing prevalence. Instead, it may result from greater awareness, wider diagnostic criteria, and improved understanding of these conditions — particularly in adults and women.

Understanding the variance in neurodivergent conditions can help clinicians better understand their patients and improve relationships with colleagues.

The proportion of healthcare professionals who may be neurodivergent is difficult to assess. Many remain undiagnosed, while others may hide or mask their diagnosis or differences. A 2025 study of doctors accessing NHS Practitioner Health for mental health support found that 35% screened positive for ADHD, which is significantly higher than the 2%-3% prevalence in the general population. Small studies in Saudi Arabia and China have also reported higher rates of ADHD in medical students compared with the general population.

It is possible that healthcare careers attract neurodivergent individuals because of the strengths that can accompany their conditions. However, it is important not to gloss over the potential challenges that may sit alongside them.

For example, clinicians with autism may have excellent attention to detail, strong memory, innovative approaches to problem-solving, exceptional visual and mathematical abilities, and strong adherence to guidance. They may also demonstrate honesty, punctuality, and reliability. But the flip side to this is that they may face challenges managing uncertainty, struggle with social rules, find sensory environments overstimulating, and be at higher risk for burnout due to masking to fit into social norms.

Individuals with ADHD may benefit from hyperfocus, respond well in high-pressure situations, and bring high energy, cognitive flexibility, and creativity. They may thrive when multitasking and problem-solving. Conversely, they may struggle with sustained focus, impulsivity, time management, hyperactivity, and sensitivity to perceived criticism.

Supporting an Inclusive Workplace

A risk in the current dialogue is that neurodivergent individuals become labelled or placed in diagnostic boxes that fail to reflect them as individuals. This can inadvertently reinforce stigma associated with neurodivergent diagnoses.

As a result, clinicians could feel compelled to hide their diagnoses, mask symptoms, or avoid seeking appropriate support.

There is also a huge amount of misinformation about neurodivergence, especially on social media. While much of this content may be well intentioned aiming to raise awareness and encourage inclusivity it can contribute to misunderstandings about what neurodivergence is, how it may manifest in individuals, and what support people might need.

This can have a huge impact on individual clinicians and the support they receive. In turn, this may increase the risk of additional challenges, including mental health difficulties, which can affect both colleagues and patient safety.

At the Medical Protection Society, when assisting members, we always take a holistic approach to ensure that all factors that may have contributed to incidents or allegations are considered. These can include health issues, resourcing pressures, systemic problems, or other personal circumstances.

Encouragingly, we are seeing signs that other organisations and stakeholders involved in many of our cases are taking a similar approach, including a greater acknowledgement and understanding of neurodivergent conditions and the impacts they may have on the individual and their practice.

Recently, NHS Resolution’s Practitioner Performance Advice Service published guidance to assist employers in understanding when neurodivergence may underlie performance concerns, how to provide support, and ensure that any concerns are addressed fairly, proportionately, and consistently.

Similarly, many Royal Colleges have produced guidance on supporting neurodivergent clinicians and leveraging their strengths, which may benefit both neurodivergent and neurotypical staff.

The General Medical Council also recognises in its guidance that a diverse population is better served by a diverse workforce that has had similar experiences and understands their needs. The Medical Practitioners Tribunal Service guidance also acknowledges that neurodivergence can influence cognition, communication, and perception of behaviour.

These positive steps help to ensure that neurodivergence can be considered as part of a valid explanation for behaviours, by providing context and understanding, while refraining from using it as an excuse or exemption from accountability.

One of the great strengths of medicine is the diversity it encompasses. Alongside this comes space for variation in individuals who can thrive in a medical career through different forms of knowledge, skill sets, personalities, and abilities.

By embracing neurodivergence and developing a deeper understanding of what it encompasses, we may recognise it as another way to support and empower ourselves and our colleagues and ultimately provide better care for our patients.

Note: This article originally appeared on Medscape.