Neurodiversity may be every bit as crucial for the human race as biodiversity is for life in general. Who can say what form of wiring will be best at any given moment?” - Harvey Blume, The Atlantic, 1998
Neurodivergence, defined as the natural variation in human brains and minds, manifests in different ways of thinking, learning, feeling, and behaving. But, for many decades, it's been seen as a problem, disorder, or disability to be fixed, cured, or normalised. For this reason, many neurodivergent individuals have faced stigma, discrimination, misunderstanding, or even exclusion in life and the workplace.
Now that we know better, we can do better. Today, there’s more awareness, acceptance, and cultivation of neurodiversity than ever before.
Uniqueness, creativity, value
According to peer-reviewed studies, hiring neurodivergent individuals for certain positions and roles can boost team productivity by 30%. In fact, if you examine neurodivergent strengths and abilities, you’ll realise that neurodiversity could be the answer for many modern businesses, companies, organisations and societies.
What superpowers come with neurodivergence?
- Innovation: Neurodivergence often means thinking out of the box, challenging the status quo, and solving problems in original ways.
- Passion: Neurodivergence is often accompanied by deep curiosity, intense interest, and strong motivation.
- Diversity: Neurodivergence is known to enrich human experiences, cultures, and expressions, contributing to diverse thought, knowledge, and innovation.
Then there’s “hyperfixation” - the tendency to focus intensely and persistently on a specific topic, activity, or object. This allows some neurodivergent individuals to soak up a lot of information, skills, and insights about their areas of interest and apply their learning to other contexts and domains. Intense passion leads to determination, which can help with overcoming obstacles, persisting in the face of difficulties, and achieving goals.
Supporting and nurturing neurodiversity
- Adapt the interview process: A more inclusive and practical approach to traditional methods is to use hands-on evaluations, work simulations, or trial periods.
- Workplace accommodations: Neurodivergent employees may require adjustments like noise-cancelling headphones, flexible schedules, clear communication, and feedback.
- Educate employees and managers: Raise awareness and understanding of neurodiversity to create an atmosphere of inclusion and acceptance.
Superheroes move among us
Many prominent leaders, professionals, and individuals have come to use their neurodivergence as an advantage. For example, David Boies, a dyslexic lawyer, developed incredible listening skills that helped him win many high-profile cases. Richard Branson, also dyslexic, credits it as the superpower that helped him build a business empire. Emma Watson, actress and UN Goodwill Ambassador, has ADHD, as does Olympic gymnast Simone Biles. Billie Eilish, world-famous singer and songwriter, has Tourettes; actress and performer Cher has dyscalculia; and model and author Cara Delevigne has dyspraxia.
So here’s the question: Why ask Superman to swim, when he can fly?
About the author
I’m Dorothée Oung, Executive Coach and Neuroleadership Expert. I work with senior leaders and executive teams to apply neuroscience in practical, results-driven ways. My goal is to guide emerging and established Neuroleaders through deliberate, evidence-based practices that elevate how they lead, think and show up in the world.
