Understanding Neurodivergence

Foundational concepts, shared language, and how different ways of thinking contribute to teams at GitLab.

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 (Attention Deficit Hyperactivity Disorder)

ADHD affects attention regulation, task initiation, working memory, motivation, and emotional regulation. People often describe having an “interest-based nervous system.”