Are Museums a natural home for the neurodiverse employee?

Today’s Heritage Thinking Differently blog ventures into new territory: neurodiversity in the workplace.

Much of the discussion around neurodiversity in the cultural sector has focused on audience needs. Museums have made great strides in creating autism-friendly visiting hours, designing content for dyslexic readers, and, more recently, considering ADHD-friendly experiences. But what about neurodiverse employees? Could museums be an ideal workplace for individuals with unique neurological profiles? The Neurodiverse Museum is one of a small number of websites who consider the workforce along with the audience and I recommend following them online.

Before I begin, I also want to point out that neurodiversity is not a mental illness, their brains are just made with a different operating system. Scans of neurodiverse brains can look remarkably different from those of neurotypical ones. Most reports I have read suggests that around 15-30% of the population are neurodiverse, but this will be based on our current criteria and could be much higher as we better understand our unique brains. Gender can be problematic when diagnosing neurodiversity, with many girls and women being undiagnosed, in part due to cultural norms, masking, misinterpretation, and the way in which their 'symptoms' may present.

Understanding Neurodiversity

Neurodiversity refers to the natural variation in how human brains function. The Royal College of Nursing defines neurodivergence as a difference in how a person’s brain processes, learns, and behaves compared to the neurotypical majority. Some of the most recognised forms of neurodivergence include:

• Dyslexia (reading and language processing challenges)

• Dyspraxia (coordination and motor skill challenges)

• Dyscalculia (challenges with numbers and mathematical reasoning)

• ADHD (attention, focus, and impulse regulation differences)

• Autism Spectrum Condition (ASC) (variations in social communication and sensory processing)

• Tourettes Syndrome (impulse challenges)

• OCD (compulsive behavioural challenges)

• Misophonia (sound sensetivity)

• Aphantasia (imagination challenges or the absence of an inner monologue)

These conditions often overlap and vary in severity, meaning that every neurodivergent individual has a unique experience. Some may thrive in fast-paced, high-energy roles, while others may prefer structured environments with clear routines.

You will often read about those who are neurodiverse having ‘superpowers’. This may be an unhelpful concept in many instances. It is often likely that the individual will have developed different internal processes to better assimilate or navigate challenges. These differences, or special skills, can present themselves as unusual in some instances.

As a neurodivergent professional myself (diagnosed recently as an adult with high-functioning ADHD), I’ve found the cultural sector to be an excellent fit for my creative strengths and interests. But is this the case for others? Let’s explore how different neurodivergent traits align with roles in museums and cultural institutions.

How Museums Can Be a Good Fit for Neurodiverse Employees

One of the greatest strengths of the cultural sector is its diversity of roles. A museum’s workforce may include archivists, educators, designers, marketing specialists, curators, and visitor experience staff—each requiring different skill sets and ways of thinking.

• For Those Who Thrive on Structure: Collections management or archival roles may appeal to individuals who excel in organisation, categorisation, and attention to detail.

• For Creative Problem Solvers: Exhibition design, interpretation, and marketing roles provide an outlet for creativity, storytelling, and out-of-the-box thinking.

• For High-Energy Thinkers: Public engagement, education, and event planning roles offer constant novelty and require quick thinking—perfect for ADHD minds.

However, while some neurodivergent individuals find museums a natural fit, others may struggle with social interactions, time management, or sensory sensitivities. If employers are open to reasonable adjustments, they can unlock incredible talent and innovation within their teams.

Neurodiversity and Career Strengths

ADHD & Museums - ADHD brains thrive in high-energy, fast-paced environments that allow creativity and adaptability. Research suggests ADHD individuals are overrepresented among entrepreneurs and innovators—figures like Richard Branson are prime examples. In museums, roles in exhibition development, marketing, and public engagement can be rewarding for ADHD employees, as they require problem-solving, storytelling, and flexible thinking.

Autism & Museums - Autistic professionals often excel in roles that require deep focus, pattern recognition, and long-term information retention. Many autistic individuals prefer clear objectives, structured routines, and defined roles, making areas like collections management, conservation, and research natural fits. Their ability to see details others miss is an invaluable asset to museums.

Dyslexia & Museums - Dyslexic thinkers often have strong spatial awareness, creativity, and big-picture thinking. While traditional text-heavy roles may present challenges, graphic design, exhibition layout, and digital content creation are areas where their strengths shine. Contrary to stereotypes, dyslexic individuals are often exceptional communicators, developing innovative ways to convey ideas.

The Importance of Workplace Adjustments

Technology has made it easier than ever for neurodivergent individuals to navigate challenges. Spell-check, voice-to-text tools, and time-management apps help employees work efficiently, while awareness of sensory sensitivities can lead to better-designed workplaces.

Yet many neurodivergent employees still engage in masking—hiding their traits to fit into neurotypical expectations. This can be exhausting and counterproductive. By fostering an environment of acceptance and flexibility, museums can benefit from a diverse workforce that thinks differently, problem-solves creatively, and innovates fearlessly.

Why Museums Should Embrace Neurodiversity

The cultural sector may already employ more neurodivergent professionals than we realise. The key is to recognise their contributions, remove unnecessary barriers, and encourage open conversations about neurodiverse needs.

Museums are spaces of creativity, learning, and exploration—qualities that align beautifully with the strengths of neurodivergent individuals. By fostering inclusivity, the sector can attract top talent and become a leader in neurodiverse employment practices.

Join the Conversation

Have you noticed a strong neurodiverse presence in your museum? How has your institution supported (or struggled to support) neurodivergent employees? Let’s open up this discussion.

I specialise in mentoring neurodivergent professionals and helping organisations create inclusive work environments. If you’d like to explore how to embrace neurodiversity in your workplace, I’d love to chat.

For more insights and resources, visit The Neurodiverse Museum and continue the conversation.

Paul Baker

Links:

Heritage Thinking Differently - Mentoring