Neurodiversity in Nursing and Midwifery

Over the past decade, more adults are identifying as neurodiverse. A recent report by Monash Health found that around one in eight people are neurodiverse (Monash Health, 2023). 

Nursing and midwifery can be rewarding careers for neurodiverse individuals, particularly those with ADHD. The dynamic, fast-paced nature of the work, combined with high empathy and problem-solving demands, can suit neurodiverse staff who thrive under pressure. 

Neurodiverse nurses and midwives can bring innovative perspectives, creativity, and calm focus during crises. They may find time management, executive functioning, and memory challenging. Without support these may lead to stress, isolation, and mental health difficulties.

ADHD prevalence amongst nurses

Underdiagnosis and stigma can make it hard to work out exact figures of ADHD prevalence among nurses. Research suggests numbers may be similar to or slightly higher than the general population. This highlights the importance of awareness and support in the workplace. 

Advocating for ADHD and broader neurodiversity within nursing and midwifery can create a more inclusive, supportive, and innovative work environment. Neurodiverse colleagues play a crucial role in educating peers, dispelling myths, and fostering understanding.

Benefits of neurodiversity in the workplace

Enhanced innovation and problem-solving

Neurodivergent individuals often approach challenges from unique perspectives, leading to innovative solutions and creative problem-solving. Their diverse thinking styles can drive progress and adaptability within teams (Nash, 2024).

Stronger employee retention

Neurodiverse employees often demonstrate high job loyalty and retention rates. This stability can lead to reduced turnover costs and a more experienced workforce (Furr, 2023).

Workplaces – supporting neurodiverse staff

Creating an inclusive environment benefits everyone. Some practical strategies include:

• Raising awareness and understanding to foster a culture that respects diversity, empathy, and tolerance.
• Encouraging disclosure by making it safe for staff to share their neurodivergent status.
• Tailoring support and workplace adjustments to individual needs, including clear communication, flexible routines, or modified workflows.
• Reducing environmental stressors where possible—bright lights, noise, or busy spaces can be overwhelming for some staff. Provide opportunities for regular breaks and quiet spaces.
• Supporting mindfulness and stress reduction practices, which can improve focus and resilience.

Embracing neurodiversity strengthens the workforce, enhances problem-solving, and improves patient care by bringing varied approaches and perspectives. As Aherne (2023) notes, “The wider our variety of human neurotypes in the workplace, the better off the organisation.”

A difference, not a disorder

Neurodiverse describes a difference from what’s considered typical brain functioning or neurotypical behaviour. 

Neurodivergence can include conditions such as Dyspraxia, Dyslexia, Attention-Deficit/Hyperactivity Disorder (ADHD), Dyscalculia, Autism Spectrum Disorder (ASD), and Tourette Syndrome, among others. Some neurodivergent conditions are not visible, making them harder to recognise (JobAccess, 2025).

Women and neurodiversity

More women are seeking diagnoses later in life as awareness grows around how ADHD and ASD can present differently in women (Abdelnour, Jansen, & Gold, 2022). Despite increased awareness, understanding of neurodiversity within healthcare professions remains limited (Johnson & Ahluwalia, 2024; George, Hudson, Brown, & Coleman, 2025).

References

• Abdelnour, E., Jansen, M. O., & Gold, J. A. (2022). ADHD diagnostic trends: Increased recognition or overdiagnosis? Mo Med, 119(5), 467–473.
• Aherne, D. (2023). The pocket guide to neurodiversity. Jessica Kingsley.
• Converge International. (n.d.). Celebrating neurodiversity in the workplace.
• CognAssist. (n.d.). 27 workplace adjustments to support neurodiversity.
• Furr, P. (2023, March 7). Why it's important to embrace neurodiversity in the workplace (and how to do it effectively). Forbes.
• Neurodiversity Hub. (n.d.). Changing the narrative about autism and neurodiversity through awareness, education and engagement.
• George, T. C., Hudson, L., Brown, S. D., & Coleman, V. (2025). Reimagining physician assistant education: Championing cognitive diversity to promote inclusivity, neurodiversity awareness, and a sense of belonging. Journal of Physician Assistant Education, 36(2), 204–208.
• JobAccess. (2025). How to support a neurodivergent workforce: A guide for employers (PDF). Australian Government.
• Johnson, J. A., & Ahluwalia, S. (2024). Neurodiversity in the healthcare profession. Postgraduate Medical Journal, 101(1192), 167–171.
• Monash Health. (2023, March 16). We need you: How neurodivergent people are key to future innovation and positive change.
• Nash, J. (2024, March 4). Neurodiversity in the workplace: A strengths-based approach. PositivePsychology.com.