October Health – 2025 Report

Neurodiversity in South Africa

The leading cause of neurodiversity-related stress in South Africa is often the lack of inclusive workplace environments. Factors include stigma, insufficient understanding or awareness of neurodiverse conditions, and inadequate support systems. These systemic issues create barriers to effective communication, accommodation, and acceptance, increasing stress across neurodiverse populations in work settings. Promoting neurodiversity-friendly policies and providing supportive resources like digital group sessions from October can help reduce this stress.

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Neurodiversity Prevalence
9.51%
Affected people
5,230,500

Impact on the people of South Africa

Effects of High Neurodiversity Stress on Health and Personal Life

  • Mental Health Impact
    Increased anxiety, depression, and burnout are common due to constant pressure to conform or mask neurodivergent traits.

  • Physical Health Issues
    Chronic stress can lead to headaches, sleep disturbances, and compromised immune function.

  • Workplace Challenges
    Difficulty concentrating, reduced productivity, and higher absenteeism may occur, impacting career growth.

  • Social and Personal Relationships
    Stress may cause withdrawal, misunderstandings, and strained relationships with family and friends.

  • Self-esteem and Identity
    Feeling misunderstood or marginalized can erode self-confidence and increase feelings of isolation.

Workplace Mental Health Advice
Encourage companies to provide tailored support for neurodivergent employees, such as flexible work environments and mental health resources. Using platforms like Panda for digital group sessions and assessments can improve understanding and support within teams.

Impact on the South Africa Economy

Effects of High Neurodiversity Stress on an Economy

  1. Reduced Productivity
    Neurodivergent employees experiencing high stress may have decreased focus, efficiency, and output.

  2. Increased Absenteeism and Presenteeism
    Stress can lead to more sick days or working while unwell, lowering overall workplace effectiveness.

  3. Higher Healthcare Costs
    Mental health issues from neurodiversity stress increase demand for healthcare and employee assistance programs.

  4. Talent Loss and Turnover
    High stress without proper support can cause skilled neurodivergent workers to leave, increasing recruitment and training costs.

  5. Lower Innovation and Creativity
    Neurodivergent individuals offer unique perspectives; stress diminishes their ability to contribute optimally.

Workplace Recommendation
Implement support programs such as October’s digital group sessions and assessments to reduce stress and harness the full potential of neurodiverse employees, benefiting both individuals and the broader economy.

What can government do to assist?

  • Promote Awareness and Education: Implement nationwide campaigns to educate employers and the public about neurodiversity, reducing stigma and misconceptions.

  • Inclusive Workplace Policies: Encourage companies to develop policies that support neurodiverse employees, such as flexible work hours, quiet spaces, and tailored communication methods.

  • Provide Training for Managers: Equip managers with skills to recognize and support neurodiverse staff, improving workplace interactions and accommodations.

  • Access to Mental Health Resources: Increase availability of mental health services specifically addressing neurodiverse needs, including digital group sessions and assessments like those offered by October.

  • Encourage Early Diagnosis and Support: Strengthen healthcare frameworks to facilitate early identification and intervention, reducing long-term stress.

  • Legislation and Advocacy: Enforce anti-discrimination laws and promote advocacy groups representing neurodiverse individuals to ensure rights and support are upheld.

What can businesses do to assist their employees? 

 Ways a Company Can Lower Neurodiversity-Related Stress

1. **Create an Inclusive Environment**  
   - Provide clear communication with multiple formats (written, visual, verbal).
   - Encourage understanding and acceptance through awareness training.

2. **Flexible Work Arrangements**  
   - Allow flexible hours or remote work to accommodate sensory or social preferences.

3. **Adjust Workspaces**  
   - Offer quiet zones or noise-cancelling headphones.
   - Modify lighting and seating to reduce sensory overload.

4. **Provide Structured Support**  
   - Use clear, consistent instructions and expectations.
   - Assign mentors or buddies for social and task support.

5. **Offer Access to Resources**  
   - Use digital group sessions or workshops (e.g., via October) focused on neurodiversity.
   - Provide assessments to tailor support to individual needs.

6. **Encourage Open Communication**  
   - Create safe channels where employees can express needs without stigma.

Implementing these can reduce stress and improve productivity among neurodiverse employees.