Revealing Stories: The Hidden Power of Neurodiversity in the Workplace
In New Zealand—and indeed, across the globe—approximately one in five employees is neurodiverse. That's 20% of your workforce: your innovators, your problem-solvers, your unique thinkers. Yet many of these individuals are hiding in plain sight, masking their true abilities and perspectives just to blend in.
The Silent Struggle
The stories are as heartbreaking as they are common. A bright, capable woman reduced to tears after years of workplace bullying, her colleagues unaware of her dyslexia until a formal assessment revealed the truth. A meticulous professional whose work was constantly
double-checked—not because it contained errors, but because her different way of thinking bred mistrust. The quiet innovator whose insights were repeatedly dismissed because his thought process didn't follow conventional patterns.
One successful entrepreneur still carries the wounds of being labeled "lazy," "disruptive," and "slow" throughout school—words that continue to echo in moments of self-doubt, causing him to sabotage his own achievements. The raw emotion in his voice when sharing this experience speaks volumes about the lasting impact of these labels.
The Transformative Potential
Yet alongside these struggles are remarkable examples of what's possible when neurodiversity is properly supported and celebrated:
A self-employed practitioner who describes their neurodiverse mind as a superpower—drawing connections and solutions from places others don't even think to look
A creative entrepreneur who built an entire business model using a color-coded system designed specifically to navigate their dyslexia
JP Morgan Chase's "Autism at Work" program, where autistic employees outperform their neurotypical peers by 90-130% when given appropriate support
Research from Professor Julie Logan at Cass Business School found that 20% of UK entrepreneurs are dyslexic—significantly higher than the general population. This isn't coincidence; it's because they think differently, and that difference often becomes the catalyst for innovation.
The Hidden Crisis
Despite this tremendous potential, 63% of neurodiverse employees report that their employers remain unaware of their diagnosis. Many more haven't been formally diagnosed, don't realize their experiences have a name, or are afraid to disclose their neurodiversity due to stigma and fear of misunderstanding.
This represents not just a missed opportunity for businesses but a silent crisis of human potential going untapped.
Creating Inclusive Workplaces
The question for business leaders becomes clear: Are you creating an environment where neurodiverse minds can flourish, or are you unknowingly suppressing the very qualities that could transform your organization?
Inclusive practices benefit everyone. When we design systems that accommodate diverse thinking styles, we create workplaces that are more:
Compassionate and supportive
Innovative and solution-oriented
Successful and sustainable
The process doesn't need to be complex. It begins with listening rather than assuming, asking rather than imposing, and then making thoughtful adjustments based on individual needs.
Moving Forward Together
When we recognise neurodiversity as the tremendous asset it truly is, we don't just change individual lives—we transform companies, reshape cultures, and create new possibilities for the future.
The businesses that thrive tomorrow will be those that embrace the full spectrum of human cognition today, creating spaces where no one needs to mask who they truly are to belong.
If you're interested in workplace consultations, training sessions, or confidential conversations about supporting neurodiversity in your organization, please reach out. Together, we can build environments where every mind can contribute its unique perspective and value.