Introduction to Neurodiversity

At nd@work, we believe that every mind brings something unique to the table. Neurodiversity is the concept that there is natural variation in how people’s brains work. In other words, there is no single “correct” way to think, learn, or experience the world. This perspective, which emerged in the 1990s as a response to stigma around autism and other neurological differences, now shapes how organizations and individuals understand and value diversity in the workplace.

Various conditions are considered “neurodivergent”. This means that individuals with these conditions have neurological functioning that is significantly different from the societal norm. In the past, these conditions have often been stigmatized by including words like “disorder” and “deficit”, and have failed to consider the many strengths that accompany these conditions. I’ll generally value-neutral labels for these conditions as a result, but will note the DSM-5 acronym for reference. Neurodivergent conditions include (but are not limited to):

• Autism Spectrum Condition (ASD): Autistic individuals often experience sensory inputs and social behaviors differently. While some may find social cues challenging or prefer routine, many excel in areas like attention to detail, deep focus, and complex problem-solving.

• Variable Attention Stimulation Trait (aka ADHD): People with VAST (ADHD) often display creativity, adaptability, and the ability to hyperfocus on tasks of interest. They may also face challenges with organization, time management, and sustaining attention, but their energy and out-of-the-box thinking can be invaluable assets.

• Dyslexia: Dyslexic individuals may struggle with reading or language processing, but often possess strengths in pattern recognition, visual-spatial reasoning, and storytelling. Many are innovative thinkers and effective problem-solvers.

Other neurotypes, such as dyspraxia, dyscalculia, and Tourette’s syndrome, also contribute to the rich tapestry of human cognition and talent.

Despite the clear strengths neurodivergent individuals bring, traditional workplaces often overlook or misunderstand these differences. Research shows that neuroinclusive practices can unlock extraordinary potential. For example, companies like Microsoft, SAP, and JPMorgan Chase have launched neurodiversity hiring programs and reported significant improvements to productivity (as high as 140%) retention, engagement, innovation, and creativity. The impact isn’t limited to the neurodivergent individuals themselves, either: Deloitte found that teams with at least one neurodivergent professionals can be up to 30% more productive than those without. At Hewlett-Packard, teams inclusive of autistic colleagues tracked as 30% more productive.

These outcomes are not just about numbers—they reflect environments where people feel safe, respected, and empowered to contribute their best. When organizations embrace neuroinclusion, they tap into a wellspring of innovation, loyalty, and problem-solving that benefits everyone

Empathy and respect are the foundation of neuroinclusion. Empathy means listening deeply, seeking to understand experiences different from our own, and recognizing the full identity of another person. Respect involves clear, direct communication, patience, and a willingness to adapt processes to meet diverse needs. When leaders and teams model these values, they create psychological safety—a critical ingredient for creativity, engagement, and growth

Leaders can take concrete steps to foster neuroinclusion:

• Champion neurodiversity: Make empathy and respect for all a clear and visible priority and communicate the value of neurodiversity to the organization.

• Redesign hiring and onboarding: Focus on demonstrable skills and strengths rather than traditional interviews or resumes.

• Offer tailored support: Provide accommodations like flexible hours, quiet spaces, and assistive technology.

• Invest in training: Educate managers and teams about neurodiversity, dispelling myths and building understanding.

• Model empathy and respect: Practice active listening, celebrate differences, and create space for all voices to be heard.

At nd@work, we’re committed to helping organizations build environments where every mind can thrive. If you’re ready to take the next step toward neuroinclusion, we invite you to reach out using our contact form. Together, we can unlock the extraordinary potential within your team!