Inclusive Change Management: Neurodiversity in the Workplace

Being dyslexic has its challenges, but it also has its superpowers — from innovative thinking to the ability to connect ideas others might miss. It is not uncommon for me to sit in a room and see things way ahead of time. How did you do that? they ask.... not sure I just do. Doing my CV or interviewing is quite difficult, not because I lack the skills, but because I can’t always explain half the things I do. I just do them… they work… and the results are often remarkable, like project managing 4 major platform changes at the Associated Press in less than 2 years!

I get nervous publishing my own weekly articles although I do use the very best of technology, to ensure I have spelled words correctly or that a word I have used is exactly the one I mean but the fresh perspective I bring has proven to be a real strength in collaborative and change-focused environments, which happens to be the field I am in! So this article is very personal to me and I hope you come to appreciate neurodiversity as I do.

Strengths Neurodiverse Employees Bring

• Creative problem-solving – Seeing connections others may miss and finding innovative approaches.

• Hyperfocus – Deep concentration on a task of interest, producing high-quality results.

• Pattern recognition – Spotting inconsistencies or trends that others may overlook.

• Resilience and adaptability – Developing coping strategies that translate into persistence and agility.

In recent years, organisations have begun to recognise that diversity is more than gender, ethnicity, or age, it is also about how people think, learn, and process information. Neurodiversity is an umbrella term for natural variations in the human brain, encompassing conditions such as ADHD, dyslexia, dyspraxia, dyscalculia, and autism. These differences are not deficits; they bring unique skills, perspectives, and ways of problem-solving that can be a competitive advantage when embraced. However, despite growing awareness, many workplaces are still designed for neurotypical norms, standard communication styles, rigid processes, and one-size-fits-all training. This can unintentionally exclude or disadvantage neurodivergent colleagues, leading to untapped potential, frustration, and even attrition.

Challenges They May Face

• Information overload in meetings or written communications.

• Difficulty with rigid deadlines or multitasking without clarity.

• Recruitment and assessment processes that prioritise conformity over capability.

  
  

Inclusion Requires Intentional Design

Leaders and managers play a critical role in creating environments where neurodiverse employees can thrive. This includes:

• Flexible communication methods – Visual aids, bullet points, recordings, plain-language summaries.

• Clear expectations – Breaking tasks into steps with realistic timelines.

• Accessible recruitment – Skills-based assessments over standardised interview formats.

• Awareness training – Reducing stigma and increasing understanding.

I find it amusing that diversity of thought is not a basic when embarking on change initiatives are moments where the flexibility to think differently is invaluable.

Organisations that fully integrate neurodiversity into their inclusion strategy see benefits beyond individual performance. They build richer teams, develop more innovative products, and attract a wider talent pool. The key is shifting the narrative — from “accommodations” as a compliance task, to designing work so that every brain can contribute at its best.

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