They may individually or as a demographic have occupational preferences or requests for accommodation which differ from neurotypical workers.
[1] After occupational researchers began to consider these conditions collectively, then it became easier to include other kinds of different neurological modes in workplace considerations.
[4] It also can happen that certain individuals or groups of neurodivergent people develop uncommon skillsets which manifest when they get workplace accommodation.
[5] In this framing, neuroatypical conditions could be recognized as another form of diversity comparable to gender, sexual orientation, or race.
[5] In the United States, workers become eligible for reasonable accommodation through the Americans with Disabilities Act of 1990 after they disclose to their employer that they have a particular medical condition.