What is PTSD? Understanding an often overlooked form of neurodivergence
Jun 26, 2026
Many people have heard of post-traumatic stress disorder (PTSD).
Far fewer people understand what it actually is.
For some, PTSD brings to mind military veterans returning from combat. For others, it feels like something that happens to ‘other people’ after extreme events.
The reality is very different.
PTSD can affect people from all walks of life and can develop after a wide range of experiences.
It is also recognised by many within the neurodiversity and neuroinclusion space as a form of acquired neurodivergence – something many people are surprised to learn.
Understanding PTSD matters because it is far more common than many people realise, and because most workplaces will employ people living with PTSD, whether colleagues know it or not.
What is PTSD?
PTSD is a condition that can develop after experiencing or witnessing something traumatic, frightening, or deeply distressing.
Trauma can include experiences such as:
- Abuse
- Domestic violence
- Serious accidents
- Medical trauma
- Bereavement
- Bullying
- Workplace incidents
- Natural disasters
- Witnessing distressing events
Trauma is not necessarily defined by the event itself.
What feels traumatic for one person may not affect another person in the same way.
Trauma is shaped by how the brain and body respond to an experience, not simply by what happened.
This is why two people can experience the same event but be affected very differently afterwards.
Why PTSD is considered a form of neurodivergence
When people hear the word ‘neurodivergent’, they often think of autism, ADHD or dyslexia.
However, neurodivergence is broader than that.
Many definitions of neurodivergence include both innate differences (present from birth) and acquired differences that change how the brain functions and processes the world.
PTSD falls into the latter category.
The experience of trauma can alter how the brain responds to perceived threats, processes information, regulates emotions and manages attention.
Yet PTSD is something many workplaces never discuss, especially in relation to neurodivergence.
As a result, people may understand neurodiversity in theory while overlooking colleagues whose experiences are shaped by trauma.
How PTSD affects the brain
A useful way to think about PTSD is as an alarm system.
Most of the time, when danger passes, the brain recognises the threat has gone and the alarm switches off.
For someone with PTSD, the alarm system can remain highly sensitive long after the original danger has passed.
The brain continues scanning for risk.
The body remains prepared for danger.
The nervous system struggles to fully stand down.
This isn’t a choice.
And it isn’t a sign of weakness.
It is the brain trying to protect someone based on what it has previously experienced.
Common signs of PTSD
PTSD affects people differently, but common experiences can include:
- Feeling constantly alert or on edge
- Difficulty concentrating
- Poor sleep or nightmares
- Flashbacks
- Intrusive memories
- Avoiding certain places, situations or conversations
- Feeling emotionally numb or disconnected
- Irritability, frustration or anger
- Being easily startled
- Exhaustion from sustained vigilance
Some symptoms are highly visible.
Many are not.
In fact, some people become exceptionally skilled at appearing calm and capable while managing significant challenges internally.
How PTSD can show up at work
Because PTSD is often invisible, workplace behaviours can easily be misunderstood.
For example, someone may:
- Struggle to concentrate during periods of stress
- Find sudden changes difficult to manage
- Appear withdrawn in meetings
- Avoid particular situations or conversations
- Become overwhelmed by environments that feel unpredictable
- Need additional recovery time after demanding interactions
Without understanding, these behaviours can be labelled as:
- Disengagement
- Lack of confidence
- Resistance to change
- Poor communication
But behaviour only tells us what we can see.
It doesn’t tell us why it is happening.
This is where curiosity becomes more useful than assumptions.
A neuroinclusive workplace recognises that behaviour is often shaped by environment, experience and context.
PTSD is more common than many people think
PTSD is not rare.
PTSD UK estimates that around 1 in 10 people in the UK will experience PTSD or complex PTSD at some point in their lives.
That means most organisations are likely to employ people living with PTSD.
Some will have a diagnosis.
Some will not.
Some may not even realise that what they are experiencing could be trauma-related.
If our understanding of PTSD is limited to stereotypes, we risk missing the reality that exists within our own teams.
Supporting people with PTSD at work
Most people do not expect managers to become therapists.
Nor should they.
What people often need is something much simpler:
A workplace that feels psychologically safe.
Practical ways organisations can help include:
Avoid assumptions
If someone’s behaviour changes, start with curiosity rather than judgement.
A supportive conversation often reveals more than speculation ever will.
Create predictability
Unclear expectations, sudden changes and last-minute surprises can increase stress.
Clear communication benefits everyone.
Offer flexibility where possible
Small adjustments can have a significant impact.
This may include:
- Flexible working arrangements
- Quiet workspaces
- Additional breaks
- Alternative communication methods
- Greater control over workload planning
Respect boundaries
No one should feel pressured to disclose personal experiences.
Support should not depend on sharing details of trauma.
Focus on trust
People are more likely to seek support when they believe they will be listened to rather than judged.
What PTSD is not
PTSD is not:
- A character flaw
- A lack of resilience
- Attention-seeking
- Something people can simply ‘move on’ from
- An excuse for poor performance
It is a recognised response to experiences that overwhelmed a person’s ability to cope at the time.
Understanding this distinction is important.
Because when we misunderstand PTSD, we often end up judging people for responses they did not choose.
Frequently asked questions
Is PTSD a mental health condition?
Yes. PTSD is recognised as a mental health condition. However, it also affects how the brain processes information, perceives risk and responds to the environment.
Is PTSD considered neurodivergent?
Many people within the neurodiversity and neuroinclusion field consider PTSD to be an acquired form of neurodivergence because trauma can create lasting differences in how the brain functions and processes experiences. This, therefore, means the person’s neurocognitive functioning diverges from dominant societal norms.
Is PTSD only caused by extreme events?
No. PTSD can develop after many different experiences. What matters is how the individual experiences and processes the event, not whether others view it as traumatic.
Can people with PTSD work successfully?
Absolutely. Many people with PTSD have highly successful careers. The key is reducing unnecessary barriers and creating environments where people can perform effectively without being overwhelmed by avoidable stressors.
Final thought
PTSD is one of the most misunderstood conditions in society.
Many people know the term but not the reality.
And many people understand neurodiversity without realising that PTSD can also sit within that conversation.
When we move beyond stereotypes and become more curious about how people experience the world, we create workplaces that are safer, more inclusive and better equipped to support different ways of thinking and working.
That benefits everyone.
What next?
If your organisation wants to build a more neuroinclusive workplace and better understand how different experiences can shape performance, communication and wellbeing, we support leadership teams, HR functions and all colleagues to create environments where people can thrive.
