The space sector has always relied on people who think differently — pattern recognisers, systems thinkers, people who can hold enormous complexity in their heads. A lot of that thinking overlaps with autistic, ADHD, dyslexic, and dyspraxic cognitive styles. But relying on neurodivergent talent by accident isn’t the same as designing for it on purpose.
The gap between talent and access
Recruitment processes, interview formats, and workplace norms across the sector are still largely built around a narrow idea of what a “strong candidate” or “professional environment” looks like. That costs organisations access to talent, and it costs neurodivergent professionals a fair shot at roles they’re well suited to.
What deliberate design looks like
Small, structural changes make the biggest difference:
- Clear, written interview structures shared in advance
- Flexible sensory environments (lighting, noise, remote options)
- Direct, explicit communication norms rather than implied expectations
- Manager training that treats adjustments as standard practice, not exceptions
Where we go from here
We’ll be publishing more on this as our research programme develops. If your organisation is working through similar questions, get in touch — we’re always glad to compare notes.