MG OMD's Robert Beevers explains that while the future of work will be shaped by AI, how we shape it is still up to us, and by actively involving neurodivergent individuals in shaping AI’s evolution, we will all benefit from the creativity, problem-solving, and innovative thinking they bring.
AI is transforming the workplace. From automating admin to generating creative content, the promise is clear: let machines handle the routine so humans can focus on the meaningful. But as is so often the case with new technology, the narrative is neater than the reality. Particularly for those of us who don’t always fit neatly into the traditional mould of the workplace.
The future of work will be shaped by AI. That much is certain. But how we shape it is still up to us. We are standing in a liminal space—between the promise of empowerment and the risk of exclusion.
I have ADHD. Without the help of tools like ChatGPT, this piece simply wouldn’t exist. I would have started it enthusiastically, lost focus midway through the second paragraph, and ended up staring out of the window wondering if I should finally start compiling my ultimate Hitchhiker’s Guide-inspired list of the 42 best ideas I’ve had and immediately forgotten. AI is often framed as a tool to boost efficiency, but for neurodivergent people, it can be so much more. It can be the difference between contributing or being left behind.
For many neurodivergent individuals, the traditional structures and expectations of the workplace can be barriers to success. Deadlines, rigid processes, and the unwritten rules of professional communication can quickly become overwhelming. AI can change that.
Tools that help structure thoughts, summarise complex information, or even draft emails can relieve the cognitive load that so often drains our energy. For those with ADHD, tools like Notion AI or ChatGPT can act as an external executive function, helping us organise, prioritise, and articulate ideas that otherwise swirl chaotically in our minds. For individuals with dyslexia, text-to-speech and grammar support tools reduce the anxiety around written communication. And for autistic people who may struggle with the subtleties of workplace language, AI-powered tools can provide clarity and reduce the social friction of everyday emails and meetings.
There is growing recognition of this potential. A recent survey by EY found that 85% of neurodivergent employees believe generative AI could create a more inclusive workplace. That’s a statistic worth celebrating. When used well, AI doesn’t just improve productivity; it levels the playing field. It also creates opportunities for neurodivergent individuals to apply their unique cognitive strengths, such as pattern recognition, lateral thinking, and problem-solving, to help shape AI systems and ensure they work effectively for a wide range of people.
But this is only half the story. Because alongside the empowering potential of AI runs a different narrative—one that should make us pause. The notion that AI will sweep away the ‘boring’, repetitive tasks, leaving humans free to focus on ‘more valuable work’, is gaining momentum. It sounds positive—but it is not without consequence.
For many neurodivergent people, particularly those with conditions like autism or Down’s syndrome, repetitive and structured tasks aren’t mindless drudgery. They are sources of stability and success. Work that others might dismiss as ‘low value’ can be where neurodivergent individuals excel. Pattern recognition, attention to detail, and consistency are often strengths in these roles. The risk is that, in our rush to automate, we erase jobs that offer dignity, stability, and purpose to people who may struggle to find alternatives. At the same time, we risk losing the distinct perspectives that neurodivergent individuals bring—perspectives that are essential in shaping AI’s development and ensuring it is inclusive and effective for all users.
We already have a problem. Neurodivergent individuals face disproportionately high unemployment rates. In the UK, only 29% of autistic people are in employment. Broadening the lens, it is estimated that just 31% of neurodivergent adults hold jobs—compared to 81% of the general population. These numbers reflect a system that often fails to accommodate difference. If we’re not careful, the unchecked march of AI could widen this gap further.
So, how do we move forward? How do we embrace the promise of AI while ensuring we don’t inadvertently sideline those who need the workplace to flex, not flatten?
The development of AI systems must prioritise accessibility. Neurodivergence is broad and varied, and tools should be tested with a diverse range of users to ensure they work for all cognitive styles. Voice interfaces, flexible prompts, and customisable outputs can make AI more usable for everyone. Crucially, involving neurodivergent individuals in AI design and governance can help mitigate bias and ensure a more human-centred approach.
We need to push back against the idea that all progress involves disruption. Stability matters too. Repetitive, structured work should not be viewed as a relic of the past, but as a legitimate and valuable part of the future. Organisations should resist the temptation to automate for automation’s sake and instead assess the human value that certain roles provide—both to the business and to the individuals performing them. More importantly, businesses should recognize that neurodivergent individuals’ ability to think differently can help refine and challenge assumptions in AI development, making technology work better for everyone.
AI should not become an excuse to reduce headcount. Instead, businesses should view it as an opportunity to open doors to more diverse talent. That means proactively recruiting neurodivergent individuals, offering tailored support, and redesigning the way we work to ensure equitable opportunities for all. Adjustments should be the norm, not the exception. This may involve rethinking everything from task allocation to performance metrics, ensuring that different working styles are not only accepted but actively supported. Partnerships with organisations like Auticon or the National Autistic Society can help companies build more inclusive pipelines. I have personally worked with Auticon and they are brilliant.
The future of work will be shaped by AI. That much is certain. But how we shape it is still up to us. We are standing in a liminal space—between the promise of empowerment and the risk of exclusion. If we embrace AI as a tool to enhance human potential, rather than replace it, we can create workplaces where everyone has the chance to thrive. And if we actively involve neurodivergent individuals in shaping AI’s evolution, we will all benefit from the creativity, problem-solving, and innovative thinking they bring.
The challenge for agencies and businesses is clear: Harness AI’s potential, but do so with care. Listen to neurodivergent voices. Design inclusively. And remember that value in work comes not just from innovation, but from enabling all of us to contribute in the ways we do best.
Robert Beevers is Chief Effectiveness and Analytics Officer at MG OMD
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