Neurodiversity in the workplace remains a significant topic to address, yet it still has a long way to go before reaching its full potential.
Let me tell you a truth: I didn’t know I was neurodivergent for much of my life.
Growing up with undiagnosed ADHD and dyslexia, I internalised one clear message: that I was “difficult,” “distracted,” “not quite good enough.” I wasn’t lazy, I wasn’t uninterested, and I definitely wasn’t incapable. But I was unsupported in a system that didn’t know how to recognise difference as potential.
That experience followed me into adulthood and the workplace.
The Realities of Working While Neurodivergent
As an adult, the challenges didn’t disappear. They just evolved.
Working in high-performance environments, I found myself masking, overcompensating, and exhausting myself to “keep up.”
I would:
- Miss key details even though I was laser-focused on the big picture.
- Struggle to follow rigid processes that didn’t allow creative flexibility.
- Hyperfocus on tasks for hours, then crash hard.
- Need to reread the written instructions multiple times.
And still, I heard the same things I’d heard as a child: “Slow down.” “Try harder.” “Pay attention.”
No one was asking, “How can we work with the way your brain works?”
What’s Missing in Today’s Workplaces
Despite progress, many organisations still don’t understand neurodiversity, or worse, they treat it as a box to tick rather than a lived experience to value.
Here’s what needs to change:
1. Stop Using a One-Size-Fits-All Lens
People with ADHD, dyslexia, autism, or other neurodivergent conditions don’t need “fixing.” They need systems that flex.
That could mean:
- Allowing flexible working hours
- Offering verbal instructions alongside written ones
- Providing quiet spaces for focus
- Letting people stim, walk, or fidget without judgment
2. Move from Accommodation to Integration
Being inclusive isn’t just about giving someone a different chair or software. It’s about designing culture and communication systems with differences in mind from the start.
Neurodiversity shouldn’t be something that gets “added in”; it should be embedded.
3. Stop Assuming Competence Looks the Same for Everyone
Some of the most talented people I know are not neat, linear thinkers. They might speak out of turn, doodle in meetings, or struggle with timekeeping. But they’re also innovators, deep thinkers, and idea generators.
We need to unlearn what “professionalism” looks like and start redefining it based on value, not appearance.
My Own Turnaround
Once I understood my own neurodivergence, everything changed. I stopped trying to fit the mould. I started building systems, businesses, and a speaking career that worked with my brain, not against it.
Today, I work across industries, delivering talks and workshops that challenge bias, change policy, and empower neurodivergent employees to thrive. And I still need help, reminders, flexibility, and patience. One of the best things I ever did was take on a PA to support the day-to-day running of my business. The second was giving her flexible hours that matched her needs and suited my working style. And the third, probably the most powerful, was taking her with me to ADHD training sessions so she could better understand how to work with me, not just for me. I now know that needing support doesn’t mean lacking capability.
Final Thought
If you’re in HR, leadership, education, or culture-building, ask yourself:
- Do you understand what neurodiversity truly entails?
- Are you listening to the lived experiences of those you work with?
- Are your systems built for performance or for people?
The workplace doesn’t need perfect employees. It requires more real humans, fully seen, fully supported, and fully allowed to succeed on their terms.
Call to action
If you’re ready to build a workplace that not only accepts but thrives on neurodiversity, let’s talk. I offer keynote speaking, staff training, and consultancy based on lived experience with ADHD and dyslexia. Whether you’re just starting out or ready to go deeper, I can help your organisation create real, lasting change.