Neurominority strengths like creativity, innovative thinking, visual reasoning, and detail processing are vital for energy research, crucial for achieving net-zero carbon by 2050. Despite this, neurodivergent employees often face workplace discrimination. To date though, there is limited research which explores their lived experience and the contextual factors that might create barriers to career progression within a specific field and none on the energy sector. This study, using in-depth, semi-structured interviews (n=25) addresses this gap by exploring the experiences of neurodivergent energy researchers in academia and industry, as well as 3 HR professionals and a senior neurodivergent manager (C-suit) from a gas company, identifying barriers and good practice.