We all think, learn and experience the world differently, and that’s exactly what neurodiversity represents. The term describes the natural variations in how people process information, communicate and understand their surroundings. These differences are often associated with autism, ADHD, dyslexia and dyspraxia.
Recognising and supporting those who are neurodivergent isn’t just good practice, it helps create workplaces where everyone feels valued and able to thrive.
To mark Neurodiversity Celebration Week 2026, CITB’s Danny Clarke discusses why neurodiversity matters in the construction sector and how the industry can harness the strengths it brings…
When people hear “neurodiversity,” what do they sometimes assume?
Some people still think of neurodiversity as a disability, a condition, or even something used to justify bad behaviour, but that’s not the reality. Neurodiversity is simply about how a person’s brain is wired. It doesn’t excuse poor behaviour, nor should it be used that way. It’s just the way different people think, process and work.
Why is the construction industry great for neurodivergent people?
Research has found that one in four people in construction identify as neurodiverse, compared with the national average of one in seven. Part of the attraction to this industry may be the practical nature and variety of roles available in construction. Many people are drawn to hands-on work, using tools, and developing practical craft and trade skills. Those elements can really appeal to individuals with certain neurodivergent traits.
Find out more about the 180 different careers available in construction here or view actual job opportunities and vacancies in the industry here.
How can we build further understanding in the industry?
If you support the people you work with, you naturally understand more about what’s going on. It’s not about being nosy or asking for sensitive details. It’s about asking simple and helpful questions:
- What do you need?
- What works for you?
- What frustrates you?
- What motivates you?
If you work with someone long enough, you start to notice their distinctions. Open conversations make a huge difference.
What would you say to those who feel they can’t open up because of the stigma around neurodiversity?
I would say there’s very little stigma from colleagues or managers once someone has the confidence to open up. The challenge is that people are often hesitant to disclose that information in the first place. That stigma, even when it’s unspoken, stops people from being themselves and accessing the support that would help them thrive.
How does a lack of neurodiversity awareness affect teams?
Everyone ends up thinking the same, acting the same, and inevitably delivering the same results. We know that simply doesn’t work. Organisations thrive when they have different perspectives, not when they default to one way of thinking.
How can the industry get the best out of neurodivergent colleagues?
The key is understanding how an individual works best and the only way to know that is to sit down and talk with them about what helps them thrive. For me, it starts with communication. Some people learn visually, others verbally. Sometimes we use a lot of words but don’t clearly explain the bigger picture. Helping someone understand in their own way how we’ve moved from point A to point B can make processing information much easier.
Learn more about neurodiversity in construction with ‘Beyond the Build’
With host Deborah Madden, and guests Tim Balcon and Danny Clarke, this podcast episode is about understanding difference, valuing strengths and making construction a place where more people can do their best work. Listen and watch here