20% of People Are Neurodivergent—How to Leverage These Unique Strengths

The core message of the neurodiversity movement is simple: “Normal” brains don’t exist. “Neurodiversity is a biological fact. It’s not a perspective, an approach, a belief, a political position, or a paradigm,” shares Dr. Nick Walker of the Therapist Neurodiversity Collective.

Research supports this message, too. Roughly 15–20% of the population is considered neurodiverse—that is, people with autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyslexia, and other conditions, according to MyDisabilityJobs. 

In the workplace, employers, neurodivergent individuals, and “neurotypicals” alike can enhance their long-term success by cultivating an inclusive work culture that leverages the unique gifts of neurodiverse brains. 

What Does It Mean to Be Neurodivergent?

Neurodiversity describes the neurological differences that can occur naturally in the human brain, resulting in conditions such as autism, ADHD, dyslexia, and others. A person who is neurodivergent has a brain that functions in a way that is different from someone who is considered “neurotypical.”

The term “neurodiversity” was coined by Australian sociologist Judy Singer in the late 1990s when childhood autism diagnoses were spiking. Singer, who identified herself as autistic, first used the term in a 1998 conference paper titled “Why Can’t You Be Normal for Once in Your Life? From a Problem with No Name to the Emergence of a New Category of Difference.” 

Today, the term “neurodiversity” has gained wide recognition with the neurodiversity movement. The movement works to celebrate the diversity of human neurology by combatting mental health stigmas and challenging the notion that there is such a thing as one single “normal” type of brain.

Common Conditions of the Neurodivergent Brain

“Why not propose that just as biodiversity is essential to ecosystem stability, so neurodiversity may be essential for cultural stability.”

Judy Singer

A neurodivergent brain is typically associated with several specific mental health conditions and illnesses. These are the most common conditions neurodiverse individuals often have. 

Autism Spectrum Disorder (ASD)

According to Discovery ABA, about 1 in 36 U.S. children are diagnosed with autism spectrum disorder (ASD). ASD is a developmental disorder characterized by challenges in social interaction, communication difficulties, and restricted and repetitive patterns of behavior. It is a broad spectrum, with individuals exhibiting a wide range of abilities and challenges.

Unique strengths and abilities of those with ASD, according to Altogether Autism: 

• Excellent sense of direction
• Unique ability to memorize and learn new information quickly
• Strong ability to think logically and analytically
• Strong respect for rules, schedules, and punctuality
• Less easily distracted than neurotypical peers 
• Tendency to excel in areas that are more independent, like math, engineering, and technical roles

Attention Deficit/Hyperactivity Disorder (ADHD)

ADHD is a neurodevelopmental disorder characterized by attention, hyperactivity, and impulsivity difficulties. 2022 data by the Centers for Disease Control shows that roughly 6 million children aged 3–17 were diagnosed with ADHD between 2016 and 2019, the second-highest record since 2003. In fact, many celebrities and business people are known to have ADHD, such as Michael Phelps, Simone Biles, Adam Levine, and Bill Gates. 

While a good percentage of the incoming workforce will have attention deficit hyperactivity disorder, this doesn’t necessarily negatively affect workplace productivity. Individuals with ADHD do struggle with focus, organization, and time management, but they also carry many unique abilities uncommon to non-ADHD employees.

Unique strengths and abilities of those with ADHD:

• Ability to hyperfocus on their work for great lengths of time
• Heightened sense of resilience and adaptability
• Greater ability to troubleshoot and problem-solve 
• Tendency to be spontaneous and adventurous
• Greater understanding of empathy’s importance

For continued learning about ADHD in the workplace, read “Worried About ADHD At Work? Here’s How It Might Actually Help You.” 

Dyslexia

Dyslexia is a learning disorder caused by a poor ability to process words and sounds phonologically. According to The Yale Center for Dyslexia and Creativity, 20% of the population is affected by dyslexia, representing almost 90% of all learning disabilities. 

Dyslexia is characterized by difficulties with reading fluency, decoding words, and spelling. However, people with dyslexia may have strengths in other areas, such as problem-solving or creative thinking. Sir Richard Branson, for example, says in an interview for the Robb Report, “The fact that I was dyslexic meant that, from a very young age, I found fantastic people to surround myself with. It taught me to delegate. I think that by and large, dyslexics are more creative and good at seeing the bigger picture.”

Unique strengths and abilities of those with dyslexia: 

• Good problem-solving abilities from managing their own learning needs
• Tendency to let their brain wander and lean on intuition, leading to new connections and perspectives
• Ability to compare information closely and use critical thinking skills to solve problems
• Heightened ability to see “the big picture”
• Presence of narrative reasoning skills due to stronger episodic memory recall

Dyspraxia

Dyspraxia, also known as developmental coordination disorder (DCD), is a condition that affects motor coordination and planning. According to the Dyspraxia Foundation, about 5% of children are diagnosed with dyspraxia, affecting males more often than females. Children that are diagnosed with dyspraxia usually carry the condition into adulthood.  

Dyspraxia can impact fine motor skills, such as writing or tying shoelaces, and gross motor skills, such as balance and coordination. However, according to Renegadedyspraxic with Medium, dyspraxia also presents many advantages.

Unique strengths and abilities of those with dyspraxia:

• Excellent long-term memory
• Greater sense of determination to complete tasks
• Stronger resilience from having recovered from one’s own difficulties
• Strong sense of humor (as demonstrated by famous comedian Dan Tiernan)
• High levels of empathy (dyspraxics are hardly ever workplace narcissists)

Tourette Syndrome

Tourette syndrome (TS) is a neurological disorder that severely affects about 200,000 people, according to the Cleveland Clinic. The disorder is characterized by repetitive, involuntary movements and vocalizations called “tics,” which can range from mild to severe. Tics can include motor tics (e.g., eye blinking, shoulder shrugging) and vocal tics (e.g., throat clearing, involuntary vocalizations). For Seth Rogen, actor and comedian, his Tourette’s “manifest in twitching” (even though most people have failed to notice his TS throughout his career).

Tourette syndrome typically improves into adulthood, but the unique strengths gained by those impacted by TS from childhood are lifelong. 

Unique strengths and abilities of those with Tourette syndrome:

• Enhanced cognitive functioning and control
• Particular verbal strengths when processing grammar
• Tendency to be creative and energetic
• Strong perceptual abilities and empathy skills

How to Highlight the Benefits of Being Neurodiverse in a Job Interview

Being neurodiverse means having unique strengths and abilities that contribute to various aspects of life and work. However, knowing how to communicate these abilities can be challenging, particularly during a job interview. 

Neurodivergent strengths to highlight in an interview or on a resume:

• Attention to Detail: Many neurodivergent employees have a keen eye for detail and exhibit strong attention to detail. For tasks that require precision or the ability to spot patterns or inconsistencies, this can be a tremendous asset.
• Pattern Recognition: Neurodivergent individuals often excel in recognizing patterns and being able to analyze them. This strength can be valuable in fields such as mathematics, programming, research, and problem-solving.
• Intense Concentration: Some neurodivergent employees demonstrate exceptional concentration, particularly on tasks of interest. This can lead to increased productivity and the ability to delve deeply into complex subjects.
• Enhanced Memory: Enhanced memory is another common strength of being neurodivergent, whether in retaining large amounts of information or recalling specific details. 
• Enhanced Creativity: Because neurodivergent individuals see things differently, they often present unique perspectives and original approaches to problem-solving. They may challenge conventional ideas and offer innovative solutions or ideas.
• Strong Logical Thinking Skills: Many neurodivergent employees excel in tasks that require logical reasoning and critical thinking because they possess naturally strong analytical skills.
• Hyperfocus and Specialized Interests: Many people who are neurodiverse develop intense interests or expertise in specific subjects or areas. This can lead to having more extensive knowledge in a particular area. 
• High-Level of Perseverance and Resilience: Neurodivergent individuals often exhibit remarkable perseverance and resilience in the face of challenges. They can show tenacity, determination, and the ability to persist and bounce back from setbacks.
• Hyper-Sensory Awareness: Some people who are neurodiverse have heightened sensory perception. This enables them to notice and process sensory information in greater detail; a skill that can be valuable in fields such as design, music, art, or environmental awareness.
• Systematic Thinking and Organization: Neurodivergent individuals may excel in organizing information, processes, or systems. They often demonstrate structured thinking, attention to order, and an ability to develop efficient strategies or frameworks.

Strategies for Employers to Create a Neurodiverse-Inclusive Workplace

“I think the concept of neurodiversity has been world-changing, by giving us a new perspective on humanity. But it needs to mature to the point where we see that human nature is complex, and nature is beautiful but not benign.”

Judy Singer

Statistics by My Disability Jobs reveal that the rate of unemployment for neurodivergent individuals is up to 40% higher than for adults with other disabilities. Furthermore, of neurodivergent employees, only 25% reported feeling financially and emotionally secure, and nearly half reported signs of burnout, according to a 2022 study by Willis Towers Watson. 

While some large companies, like Microsoft, Ford, JPMorgan Chase, and IBM are beginning to implement new neurodivergent-friendly workplace processes, according to Harvard Business Review, the overall number of employers embracing these initiatives is still relatively low. According to the report by Willis Towers Watson, only 1 in 5 U.K. employers have actually implemented supportive policies around neurodiversity, suggesting a lack across the board.

Here are some key strategies for employers to ensure workplace diversity and support:

• Foster an Inclusive Culture: Promote a culture of acceptance, respect, and diversity within the organization. Do this by encouraging open communication, educating employees about neurodiversity, and discouraging stigma or bias related to neurological differences.
• Be Flexible and Accommodating: Create a supportive environment by offering reasonable accommodations tailored to the needs of neurodivergent employees. For example, provide flexible work arrangements and use sensory considerations, task modifications, or assistive technologies to accommodate neurodivergent employees better.
• Offer Neurodiversity Training: Conduct training sessions to increase awareness of neurodiversity among employees, along with their unique conditions, strengths, and challenges. 
• Rethink Recruitment and Hiring Processes: Revise your hiring process to attract neurodivergent talent. This can include skills-based assessments, work trials, or opportunities for candidates to demonstrate their abilities.
• Provide Clear and Structured Communication: Provide clear instructions, expectations, and feedback to help neurodivergent employees navigate their roles effectively, using written or visual communication aids as necessary.
• Create Mentorship Groups or Programs: Implement mentoring or peer buddy systems to provide additional support for neurodivergent employees. Pair them with experienced colleagues who can guide and assist their professional development.
• Encourage Employee Resource Groups (ERGs): Support neurodivergent individuals by encouraging employee resource groups. In these groups, neurodivergent individuals can connect, share experiences, and advocate for neurodiversity inclusion.
• Training for Managers and Team Members: Offer training programs for managers and team members on effectively managing and collaborating with neurodivergent employees. 
• Emphasize Strengths and Create Diverse Roles: Identify and leverage the unique strengths and abilities of neurodivergent employees. Create opportunities to utilize specialized skills and contribute to projects or tasks where those strengths can shine.
• Provide Regular Feedback and Evaluation: Provide regular feedback and evaluations to help neurodivergent employees understand their progress, areas of improvement, and accomplishments. 

Resources for Neurodivergent Inclusivity and Understanding

“There’s really nothing right or wrong about people; we’re all just people doing our best.”

Jenara Nerenberg

For a team, leader, or company to reach its full potential, the unique strengths and abilities of all employees—neurodivergent or neurotypical—must be acknowledged. By not doing so, a company is less productive and potentially cultivates a poor corporate culture, causing a host of other problems for the business. 

However, by recognizing and valuing the unique perspectives, talents, and abilities of everyone, we can create a society that celebrates the rich tapestry of human diversity. It’s through this appreciation that we not only empower neurodivergent individuals to thrive and contribute their unique skills, but we also unlock new avenues for innovation, creativity, and progress. 

Additional resources on neurodiversity education:

• Enroll your team in diversity, equity, and inclusion training.
• Provide members of the hiring and HR team with the Autism Hiring Guide and Understanding Autism: An Employer’s Guide.
• Review the Job Accommodation Network’s accommodation solutions for neurodivergent individuals.
• Check out and share the Resources for Employers by the Neurodiversity Hub with your team and leaders.
• Read or share Divergent Mind: Thriving in a World That Wasn’t Designed for You by Jenara Nerenberg.
• Learn, share, and implement Neurodiversity Language and Terminology.

For more resources on leveraging your team’s strengths, read “Strengths-Based Leadership: How to Optimize Your Team’s Abilities” next.