Approximately 20% of people identify as neurodivergent, representing one-fifth of the entire world’s population. Given this, it’s shocking that most professional environments don’t put more effort into accommodating neurodivergent people, whose abilities can contribute in significant ways to the company’s success. Unemployment rates among neurodivergent adults are alarmingly high, ranging from 30 to 40%, a rate three times greater than that of individuals with physical disabilities and eight times higher than those without disabilities. As if we needed more proof that workplaces across the globe are simply engaged in diversity theater, a recent study discovered that 50% of leaders and managers express discomfort with hiring individuals who are neurodivergent. Neurodivergent individuals possess unique talents, perspectives, and problem-solving abilities that can give organizations a competitive advantage. Leaving these skills untapped does a huge disservice to neurodivergent individuals and employers who are constantly exhorting employees to think outside the box. Supporting neurodiverse employees Many resources exist on how employers can support neurodiverse team members, but as someone who only recently discovered that I am neurodivergent, the most effective way I’ve found to overcome my dyslexia-related challenges has been to talk about it with my colleagues.

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