The Real Value of Neurodiversity in the Workplace 🪅

One client recently shared something that really stayed with me. They told me they’d spent most of their life believing they weren’t intelligent. That they were somehow less capable than others. Not as educated. Like no matter where they were, they just didn’t quite measure up.

Beliefs like that don’t come from nowhere. They take root early and often go unchallenged for years. And sadly, this is something I hear from so many adults who have gone undiagnosed or unsupported, or who have been diagnosed but still don’t know where to turn for help.

I’ve worked with adults who’ve spent decades hiding their dyslexia or neurodivergence at work or from people they know. They created workarounds, avoided certain tasks, and lived in constant fear of being “found out.”

The mental toll is huge. Some have been belittled or misunderstood for years. Their self-confidence had eroded, and their sense of capability was deeply shaken. I’ve had adults cry in my office when they realise it wasn’t their failing. It was just how their brain naturally works. That realisation can be life-changing.

Once they begin to understand how their brain works best, something shifts. They find the confidence to speak openly with employers and colleagues. And when they’re supported properly, the results are profound.

One client couldn’t remember or explain industry-specific jargon. They were constantly frustrated with themselves and felt inadequate in their role supporting clients in their industry. They often became tongue-tied, and colleagues started to question their competence. It was disheartening and took a real toll on their self-esteem. However, once we introduced the right tools and used a visual approach, they learned how to make those terms stick. Their confidence and clarity grew. They told me, “For the first time in my career, I feel like I’m actually good at my job.” Now, they’re included, respected, and finally recognised for the strengths they bring.

And employers benefit too. One I know actively looks for dyslexic apprentices because of their unique strengths. For example, one apprentice could visualise an entire second floor of a building and intuitively know where each cable needed to go without referring back to the plans. That kind of spatial awareness and intuitive thinking is something he values deeply. He doesn’t see it as a challenge. He sees it as a strength.

Creating inclusive workplaces isn’t about box-ticking. It’s about understanding and genuinely valuing different minds.

Here’s the takeaway:
Real inclusion means understanding and valuing how different minds work, not just accommodating them. And when workplaces do this well, everyone benefits.

When neurodivergent adults get the tools they need and workplaces that truly ‘get it’, everything changes.

On YouTube this week: I dive deeper into this very topic in my latest video: Innovative inclusion: the advantage of neurodiversity in the workplace.