Episode 145
Exploring Neurodiversity at Work with Expert Insights from Parul Singh
ADHD, autism, dyslexia, and other neurodivergent conditions affect how people think, work, and thrive. Learn how to build teams where different brains aren’t tolerated—they’re leveraged for innovation and performance.
Episode Key Takeaways
Neurodiversity isn’t a deficit—it’s cognitive variation. The research concept of ‘complementary cognition’ shows that dyslexic people were crucial for human survival, and the same principle applies to modern teams: you need all kinds of brains to survive and thrive in competitive markets.
Diagnosis often comes late because symptoms are judged by how much they inconvenience others. Quiet, internalized struggles—like poor time management or difficulty concentrating—fly under the radar for years, while disruptive behavior gets flagged immediately. This bias means many high-performing neurodivergent people never get support.
Masking is a survival skill that extracts a real cost. Neurodivergent employees spend enormous energy appearing ‘normal’—maintaining eye contact, suppressing fidgeting, forcing attention—which burns them out and masks their actual capabilities. Unmasking takes years, not months, but the payoff is liberation and better performance.
A manager who notices struggle and asks is worth more than a policy. One line manager observed concentration issues in a new hire’s first month, asked what would help, and actioned the response—moving meetings earlier and restructuring agendas. The result: 30% shorter meetings and better engagement for the whole team, not just the neurodivergent employee.
Disclosure is a litmus test for company culture. Legal protections exist in most jurisdictions, and employment tribunal cases involving neurodivergent conditions have risen sharply. Treating disclosure as a risk to avoid is a false economy; it’s actually a signal of whether leadership is genuinely committed to inclusion.
Frequently
Asked
Questions
What's the difference between neurodivergent and neurodiverse?
Neurodiversity describes the infinite variations of the human brain across a population—like biodiversity in ecosystems. Neurodiverse refers to a group with mixed neurotypes. Neurodivergent describes an individual with a neurodevelopmental condition like ADHD, autism, dyslexia, or dyspraxia. Neurotypical means someone without such a condition.
Should I disclose my ADHD or autism during hiring?
Disclosure carries legal protections in most countries—neurodivergence is a protected characteristic under equality law. If you mask well, discrimination may happen anyway. Treating disclosure as a litmus test for company culture helps you avoid toxic environments before joining. Self-diagnosis is valid; long NHS wait lists and private costs make formal diagnosis inaccessible for many.
What workplace adjustments help neurodivergent employees?
Start with communication preferences: ask how people prefer feedback, contact methods, and meeting structures. Schedule important meetings when focus is highest (often mornings). Break agendas into timed sections for variety and engagement. Use ‘working with me’ documents so new team members share preferences without singling anyone out. These benefit everyone, not just neurodivergent staff.
How do I spot if someone on my team is neurodivergent?
You often can’t—neurodivergence is invisible. Look for patterns: difficulty sustaining attention in certain contexts, struggle with time management, or social communication that seems direct or literal. Rather than diagnosing, ask open questions: ‘Is this meeting format working for you?’ or ‘What would help you concentrate better?’ Let them self-identify if they choose to.
Why do neurodivergent people struggle with friendships at work?
Many neurodivergent people don’t naturally maintain contact without a specific reason—it requires deliberate effort that neurotypical people do automatically. This isn’t coldness; it’s how their brain works. Understanding this difference prevents misinterpretation as rudeness or disinterest, and allows teams to build connection on terms that work for everyone.