Neurodiversity at work: myths to debunk and opportunities to seize
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Introduction
More and more companies are embracing neurodiversity , but the topic remains poorly understood. Neurodiversity refers to the recognition that differences such as autism, ADHD, dyslexia, or Tourette syndrome are a natural part of human variation. Yet, in the professional world, stereotypes persist and still hinder inclusion.
👉 Let's deconstruct three common myths and discover how to transform these differences into real assets for the company.
Myth 1: “You can easily recognize a neurodivergent colleague”
That's false. The majority of neurodivergent people go unnoticed. Some choose masking (camouflage of their differences) to avoid being stigmatized, at the cost of significant stress.
📊 One in seven people worldwide is neurodivergent ( source) ) — often without an official diagnosis.
Myth 2: “Neurodivergent people cannot succeed in business”
A persistent stereotype. Large companies like SAP, Microsoft, Deloitte, and EY have launched programs dedicated to recruiting neurodivergent talent. The result: increased creativity, better problem-solving skills, and often exceptional attention to detail.
👉 Success is possible as long as simple adjustments are made:
flexible hours
quiet spaces,
Written instructions rather than oral ones,
possibility of working remotely.
Myth 3: “Neurodiversity is a mental health issue”
A common misconception. Neurodiversity is not a pathology: it's a different way of functioning. Difficulties arise primarily in environments that don't take these specific needs into account.
➡️ When a work environment is neuro-inclusive , productivity and well-being increase for everyone.
The tangible benefits of neuro-inclusive environments
Inclusive businesses observe:
More creativity and new approaches to complex problems.
Accelerated innovation (atypical profiles naturally fall outside the box).
Improved employee retention , as they finally feel understood.
Example: BlackRock, Fidelity, and abrdn now offer internal screenings to support their neurodivergent employees ( Financial News) ).
Practical advice for employers
-
Adapting job interviews
➝ Avoid judging solely on verbal communication; prioritize practical exercises. -
Designing the work environment
➝ Limit excessively bright lights, provide quiet areas. -
Form the teams
➝ raise awareness among colleagues and managers about the realities of neurodiversity. -
Celebrating diversity
➝ participate in Neurodiversity Celebration Week (March) or Autistic Pride Day (June 18).
Conclusion
Neurodiversity in the workplace is not a challenge to overcome, but an asset to be valued. By deconstructing myths and implementing inclusive practices, every company can unlock the unique potential of its employees.
👉 And you, are you ready to transform your professional environment into a truly inclusive space, where every talent can flourish?
