This article draws on a review of current research to explain what that intersectionality looks like in practice, why it matters to employers, and what can be done about it starting now.
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Many neurodivergent people are also LGBTQ+, especially autistic adults, who are significantly more likely to identify as LGBTQ+ than the general population. This means your LGBTQ+ initiatives and your neurodiversity work are often affecting the same people, even if you treat them as separate topics.
Current research focuses mostly on autistic LGBTQ+ adults, and there is still very little data on ADHD, dyslexia and other profiles at this intersection. Even with that gap, the studies already show clear patterns that organisations can act on now.
A qualitative study of 35 LGBTQIA+ autistic adults in work found that many people felt they had to “pick” which part of themselves to hide in different situations. For example, someone might be open about being gay but feel unable to disclose an autism diagnosis, or the other way round.
This constant switching is not just tiring. The study links this identity compartmentalising to autistic burnout and poorer mental health. Another study on health disparities reports more poor-health days, more co-occurring conditions and more unmet healthcare needs among autistic LGBTQ+ adults. For employers, this shows up as sickness absence, presenteeism and eventually people leaving.
People at this intersection actively scan their environment for signals about whether it is safe to be open.
Red flags that push people towards hiding include:
Green flags that encourage trust and disclosure include: