title:Neurodivergence and NeuroInclusion at GitLab
description:Learn about GitLab's approach to neuroinclusion — supporting cognitive diversity through inclusive design, learning, and community.
page_type:handbook
---
## Neurodivergence and NeuroInclusion at GitLab
At GitLab, we're committed to building a culture where everyone belongs and everyone can contribute. Neuroinclusion is a core part of our [Diversity, Inclusion & Belonging](/handbook/company/culture/inclusion/) commitment and is embedded in how we design our async-first, global, remote culture.
Around 15-20% of people are neurodivergent — that's at least 1 in 5 team members. In technical fields, the percentage is often higher. This means that cognitive diversity isn't a niche area: it's a fundamental part of how our teams think, create, collaborate, and solve problems.
Neurodiversity is a natural part of human diversity. People process information, focus, communicate, and experience the world differently. We aim to build systems, environments, and ways of working that support these differences and enable diverse ways of thinking to contribute effectively.
For information about disability and accessibility more broadly at GitLab, visit our [Disability, Neurodivergence & Accessibility (DNA)](https://about.gitlab.com/jobs/accessibility/) page.
---
## Our Approach
GitLab's approach to neuroinclusion is grounded in three principles:
### Design for cognitive diversity
We work to build systems and processes that support different ways of thinking, communicating, and collaborating. When we design with varied cognitive styles in mind, we create better experiences for all team members.
### Focus on removing barriers
We aim to identify and address friction in our tools, workflows, and expectations. This includes providing clarity in processes, flexibility in approaches, and access to accommodations in accordance with applicable laws and regulations in each location where we operate.
### Support collaboration and results
Neuroinclusion directly supports our [CREDIT values](/handbook/values/), especially Collaboration, Results, and Diversity, Inclusion & Belonging. Cognitive diversity fuels innovation, strengthens problem-solving, and helps teams build better products.
Research suggests that organizations focusing on neuroinclusion may see benefits including enhanced productivity, improved retention, and faster innovation. Beyond metrics, neurodivergent people bring perspectives, creativity, and problem-solving approaches that can strengthen teams.
---
## Explore NeuroInclusion at GitLab
### ➡️ Understanding Neurodivergence
Foundational concepts, shared language, common neurodivergent profiles, and how different ways of thinking can contribute to teams.
*Learn about terminology, ADHD, autism, dyslexia, dyspraxia, AuDHD, spiky profiles, intersectionality, and respectful language.*
### ➡️ NeuroInclusion in Practice – Learning Series
Our learning programme for team members, managers, and leaders. Includes courses, practical skills, and guidance for inclusive collaboration in async work environments.
*Access courses on working inclusively, leading neuroinclusive teams, and embedding systemic inclusion.*
[Visit NeuroInclusion in Practice](/handbook/company/culture/inclusion/neurodiversity-and-neuroinclusion/neuroinclusion-in-practice.md)
---
### ➡️ Support, Accommodations & Resources
How to connect with community, access support resources, request workplace accommodations, and find tools for neuroinclusive work.
*Information on accommodations, Modern Health, team member profiles, disclosure considerations, TMRGs, and external resources.*
Our async-first, documentation-driven, and remote work culture creates opportunities to support diverse ways of thinking and working:
-**Async communication** allows time for processing and thoughtful responses
-**Written documentation** supports different learning and communication styles
-**Flexible work arrangements** accommodate varied energy patterns and focus needs
-**Transparent processes** reduce ambiguity and support clarity
-**Remote collaboration** removes many traditional workplace barriers
When we design with cognitive diversity in mind, these practices benefit all team members — not only neurodivergent individuals. Neuroinclusion is part of how we work effectively as a global remote company.
---
**Page Owner:** Naomi Johnson, Senior Diversity Business Partner
**Last Updated:** December 2025
---
*This page follows GitLab's accessibility standards with clear headings, plain language, and logical structure.*
description:How to access support, request accommodations, and find resources for neuroinclusive work at GitLab.
page_type:handbook
---
## The purpose of Neurodiversity Resources
## Support, Accommodations & Resources
- Provide resources for those who identify as neurodivergent, to help them navigate remote work, management difficulties and other situations and challenges that they may face at work.
- Provide team members and managers+ resources to help provide a better team member experience for their colleagues and direct reports who identify as neurodivergent.
This page provides support pathways, accommodation processes, and resources for neurodivergent team members and anyone supporting neuroinclusive work at GitLab.
---
> **Quick Links:**
>
> - [Request accommodations via HelpLab](https://helplab.gitlab.systems/)
> - [Global Accessibility and Accommodations Policy](/handbook/people-policies/#global-accessibility-and-accommodations-policy)
> - [Join the Disability & Neurodivergence TMRG](/handbook/company/culture/inclusion/tmrg-tmag/erg-gitlab-diversability/)
> - [Access Modern Health support](https://about.gitlab.com/benefits/)
---
## Workplace Accommodations
We're creating environments where disabled and neurodivergent individuals don't just participate - they thrive, lead, and shape the future of work. Through our commitment to removing barriers and fostering belonging, we're establishing GitLab as a leader in inclusive workplaces where accessibility is embedded in everything we do.
**For current team members:**
For information on how to request accommodations, types of accommodations available, and the interactive process, visit the [Global Accessibility and Accommodations Policy](/handbook/people-policies/#global-accessibility-and-accommodations-policy).
**For candidates and applicants:**
If you're interviewing with GitLab and need accommodations during the recruitment process, visit our [Disability, Neurodivergence & Accessibility page](https://about.gitlab.com/jobs/accessibility/).
---
## Resources for those who identify as neurodivergent
@@ -27,8 +27,8 @@ The programme combines lived experience, research, and practical guidance for ev
| Module | Audience | Focus | Release Date |
|---------|-----------|-------|-------|
| **Intro Module – Why NeuroInclusion Matters at GitLab** | All team members | GitLab values, the business and human case, and why this matters | November 2025 |
| **Course 1 – Work Well Together** | All team members | Understanding neurodiversity, building inclusive practices in everyday collaboration, supportive colleague behaviours, and creating psychologically safe async work environments | November 2025 |
| **Course 2 – Lead NeuroInclusive Teams** | People managers and leaders | Communication skills, neuroinclusive management practices, creating inclusive team cultures, and building high-performing neuroinclusive teams | December 2025 |
| **Course 1 – Working Inclusively** | All team members | Understanding neurodiversity, building inclusive practices in everyday collaboration, supportive colleague behaviours, and creating psychologically safe async work environments | November 2025 |
| **Course 2 – Leading NeuroInclusive Teams** | People managers and leaders | Communication skills, neuroinclusive management practices, creating inclusive team cultures, and building high-performing neuroinclusive teams | December 2025 |
| **Course 3 – Embedding NeuroInclusion** | HR, Talent & Senior Leaders | Designing neuroinclusive systems, processes, and policies across the employee lifecycle—from recruitment and onboarding to performance management and organizational strategy | January 2026 |
description:Foundational concepts, shared language, and how different ways of thinking contribute to teams at GitLab.
page_type:handbook
---
## Understanding Neurodivergence
This page introduces neurodiversity and neurodivergence, language guidance, and common neurodivergent profiles.
---
## What We Mean by Neurodiversity
**Neurodiversity** describes the natural variation in how human brains work. No two people think, learn, or process information in the same way.
**Neurodivergence** refers to individuals whose cognitive processing differs from majority expectations. This may include ADHD, autism, dyslexia, dyspraxia, Tourette's, sensory processing differences, and many other profiles.
**Neurotypical** describes individuals whose cognitive functioning aligns with majority social norms.
**Important:** Only groups can be *neurodiverse*. An individual is *neurodivergent*. Even someone with multiple neurodivergent conditions (such as ADHD and autism) is multiply neurodivergent, not "neurodiverse."
Neurodivergence is not about capability. It reflects different patterns of attention, perception, communication, energy regulation, and problem-solving — all of which can bring unique strengths to teams.
Many neurodivergent people also experience co-occurring conditions. For example, many autistic people also have ADHD (often referred to as *AuDHD*). Some also experience mental health conditions such as anxiety, depression, or OCD, often arising from navigating environments not designed with cognitive diversity in mind.
---
## Understanding Our Approach
GitLab's approach to neuroinclusion focuses on identifying and addressing barriers in systems, processes, and expectations, in accordance with applicable laws and regulations across our global locations.
This approach includes:
- Providing clarity and transparency in documentation and expectations
- Offering async-first communication that allows time to process and respond
- Designing flexible workflows where feasible
- Fostering psychological safety for team members to express needs
- Iterating on tools and processes as we learn
When we design with cognitive diversity in mind, more team members can work effectively — which benefits everyone.
We also recognize that accommodations are provided in line with applicable laws, including considerations such as essential job functions and operational requirements in each location.
---
## Language That Matters
How we talk about neurodivergence shapes how people experience work. At GitLab, we use language aligned with respect, accuracy, and community preference.
### Neurodivergent vs. Neurodiverse
-**Neurodivergent** describes an individual
*Example: "Alex is neurodivergent."*
-**Neurodiverse** describes a group with varied neurotypes
*Example: "Our team is neurodiverse."*
### Identity-First and Person-First Language
Both approaches can be respectful.
**Identity-first language** treats neurodivergence as an integral part of identity:
- "Autistic person"
- "Dyslexic person"
**Person-first language** emphasizes the person:
- "Person with autism"
- "Person with dyslexia"
Many autistic people and neurodivergent communities prefer identity-first language. When referring to individuals, the best practice is to use their preferred terminology or mirror the language they use.
---
## Common Neurodivergent Profiles
Every neurodivergent person is different. These descriptions reflect patterns sometimes seen in workplace contexts — not stereotypes or diagnostic criteria. They are starting points for understanding, not assumptions about any individual colleague.
The term *condition* in this section refers to cognitive differences, not medical deficits.
ADHD affects attention regulation, task initiation, working memory, motivation, and emotional regulation. People often describe having an "interest-based nervous system."
**How it may show up at work:**
- Deep focus on engaging projects; difficulty initiating less stimulating tasks
- Time management challenges ("time blindness")
- Rapid ideation and creative connections
- Need for written notes, reminders, or transcripts
- Thriving in dynamic environments
**Common strengths:**
- Creative problem-solving and innovation
- Pattern recognition and lateral thinking
- High energy and adaptability
- Curiosity and intuitive insight
- Strong empathy
---
### Autism (Autism Spectrum Condition)
Autism affects how people process information, communicate, and experience sensory input. It is best understood as a different cognitive style, not a linear spectrum.
Dyspraxia affects motor coordination, planning, spatial awareness, and organization.
**How it may show up at work:**
- Difficulty with rapid note-taking
- Challenges switching between tools or managing digital workspace organization
- Physical coordination differences that may affect typing speed or setup
- Preference for structured workflows and checklists
**Common strengths:**
- Creative problem-solving and resourcefulness
- Determination and resilience
- Empathy and awareness of others' needs
- Original thinking
---
### AuDHD (Autistic + ADHD)
Some people identify as AuDHD — experiencing both autistic and ADHD traits.
**How it may show up at work:**
- Alternating between hyperfocus and fatigue
- Heightened sensory or emotional sensitivity
- Task-switching and prioritization challenges
- Deep passion for meaningful work
- Strong system- and people-pattern recognition
**Common strengths:**
- Analytical precision + creative vision
- Intense curiosity
- Deep empathy and insight
- Values-driven thinking
- Exceptional focus when work is purposeful
---
### And Many Others
Neurodivergence includes many profiles beyond those listed here, including dyscalculia, Tourette's Syndrome, dysgraphia, sensory processing differences, and non-verbal learning differences.
Neurodivergence can also be acquired later in life through brain injury, stroke, or conditions like long COVID.
Access to diagnosis, language, and support varies widely across countries and cultures. Some people may never receive formal assessment but still recognize patterns in how they process information or experience their environment. Self-identification based on lived experience is valid.
---
## Spiky Profiles: Everyone's Brain Has a Shape
Most people — neurodivergent or not — have "spiky profiles": areas of exceptional skill alongside areas where support is helpful.
Examples at work might include:
- Strong analytical ability but difficulty prioritizing competing tasks
- Excellent written communication but fatigue from frequent synchronous meetings
- Exceptional pattern recognition but occasional forgetfulness with routine details
When we recognize spiky profiles, we can design systems that leverage diverse strengths rather than expecting uniform capabilities across all areas.
---
## Intersectionality and Context
Neurodivergent experiences are shaped by factors such as race, gender, culture, language, class, and other identities.
Examples include:
- Women, non-binary people, and people from underrepresented racial or ethnic groups are more likely to be diagnosed later
- Cultural norms influence how behaviors are interpreted
- Economic access affects who can obtain assessments or coaching
Understanding these intersections helps us build equitable systems.
---
## Many Paths to Understanding
People discover they are neurodivergent at different points in life — in childhood, adulthood, or without formal assessment. Self-identification based on lived experience is valid.
Understanding neurodivergence can reframe challenges as differences in brain function rather than personal shortcomings.
**Note on disclosure:** Many people choose not to disclose neurodivergence at work. This choice should always be respected. Avoid assuming someone *is* or *is not* neurodivergent based on behavior.
---
## Related Pages
-[Neurodivergence and NeuroInclusion at GitLab](/handbook/company/culture/inclusion/neurodiversity-and-neuroinclusion/_index.md)(parent page)
-[NeuroInclusion in Practice – Learning Series](/handbook/company/culture/inclusion/neurodiversity-and-neuroinclusion/neuroinclusion-in-practice/)
