Let’s Talk About Neurodiversity: What It Is, Why It Matters, and How Workplaces Can Grow Together
- Julie Collison
- Jun 26
- 4 min read
We’ve made so much progress in talking about inclusion at work—which is something to celebrate. But there’s still one area that often feels unfamiliar for many teams: neurodiversity.
Not because people don’t care. But because it’s not always easy to talk about things we didn’t grow up learning how to recognize or support. That’s okay. Growth starts with curiosity, not perfection.
The good news? Once we begin to understand neurodiversity, it becomes clear that embracing different ways of thinking is powerful.
What Is Neurodiversity?
The CDC reports that 1 in 5 people is neurodivergent. Neurodiversity isn’t rare—and it's worth supporting.
While there may be shared experiences in how people think, process, and solve problems, the truth is that every individual interacts with the world in uniquely diverse ways. Businesses must not only recognize this neurodiversity, but actively celebrate and leverage it as a powerful asset—one that can drive innovation, enhance collaboration, and expand reach to a broader, more diverse audience.
Why Neurodiversity Matters at Work
Neurodivergent employees bring unique perspectives and skills that can drive innovation and resilience in any organization.
A Deloitte study found that cognitively diverse teams are 20% more innovative.
At JPMorgan Chase, autistic employees in their specialized hiring program were 48% faster and up to 92% more productive in certain tasks.
But many neurodivergent individuals remain underemployed or unsupported—not because they aren’t capable, but because systems weren’t built with them in mind.
With the right support, everyone benefits. When people feel safe to be themselves, they show up more fully, contribute more meaningfully, and stay longer.
How It Affects Day-to-Day Interactions
Neurodivergence doesn’t just affect how someone completes tasks—it influences how they experience their environment and connect with others.
With co-workers:
A colleague who avoids eye contact might be focused, not disinterested.
Someone who seems “blunt” may value clarity and honesty over social nuance.
A team member who asks for written instructions might be seeking clarity, not showing weakness.
These behaviors aren’t problems—they’re differences. And when we understand them, we shift from judgment to connection.
When inclusion becomes part of your everyday thinking, your workplace becomes more welcoming, responsive, and thoughtful—for all people.
Small Changes, Big Impact
Inclusion doesn’t have to mean reinventing everything. A few thoughtful changes can open up new opportunities for everyone on your team:
Inclusive hiring: Offer different interview formats, like written questions or work samples.
Sensory-friendly spaces: Quiet zones, noise-reducing tools, or natural lighting options go a long way.
Flexible communication: Ask about preferences—some people do better with time to process or written follow-ups.
Leadership training: Support managers in spotting strengths and responding with empathy.
Inclusion isn’t about lowering expectations. It’s about removing unnecessary barriers—so that more people can meet (and exceed) them.
Workplace Culture
If you’ve ever heard me speak at an event, you know this is a big topic for me. Workplace culture is so nuanced, unspoken, and often learned through experience—not training manuals. One example I often give is how culture shifts not just from company to company, but from person to person.
When I worked at a retail baby goods store, I quickly noticed each shift felt completely different depending on which manager or coworkers were on duty. Some shifts were calm and collaborative; others were fast-paced and unpredictable. That’s culture—real, lived, and shaped in the moment.
But here's the thing: culture like that, when it’s undefined and unspoken, can be unintentionally exclusionary. It assumes that everyone just “gets it”—how to communicate, when to speak up, how to read the room, or what’s considered “normal” behavior. And when someone doesn’t naturally fit that mold, they’re often left on the margins—misunderstood or left out—not because of lack of skill or potential, but because the culture wasn’t designed with them in mind.
Rethinking workplace culture through a neurodiversity-informed lens helps us ask better questions:
Are we valuing different styles of communication and problem-solving?
Do we allow for quiet thinking as much as quick brainstorming?
Is our feedback clear, consistent, and supportive across the board?
When we begin to address these things with intention, we create environments where people aren’t just included—they belong.
Building a Workplace That Works for More People
Neurodiversity isn’t a buzzword—it’s a reminder that people interact with the world in deeply different, but equally valuable, ways. And if our workplaces are going to reflect the real world, they need to be structured with that diversity in mind.
This isn’t about adding a few accommodations after the fact. It’s about rethinking how we define professionalism, communication, and collaboration in the first place. It’s about being honest about the habits and norms that may unintentionally leave people out—and choosing to do better.
So here’s the invitation: Take a closer look at how your team works day to day. What’s assumed? What’s flexible? What could shift?
Start there. Ask questions. Listen carefully. Make one meaningful change.
Because sustainable inclusion doesn't come from a checklist—it comes from awareness, trust, and a willingness to try differently.
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