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In an often rigid and biased world of work, these patterns and themes expose weaknesses in the way organizations hire neurodiverse talent, and in accommodating and fully leveraging that talent once onboard. In turn, talent gaps and oversight mean that many organizations are not only falling short on diversity and inclusion, but also missing out on the clear benefits that neurodivergent people and smarter HR practices can bring to the workplace.
For example, some of us who understand the world through overview and scale may be called dyslexic. Others who are excellent pattern observers and detail analyzers with high levels of sensory sensitivity may be labeled autistic. Those who are naturally curious and distracted may be diagnosed with Attention Deficit Hyperactivity Disorder (ADHD).
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