Neurodiversity in the workplace: why it's valuable and how to create an inclusive workplace
Neurodiversity is a term that's increasingly common, and rightly so. It refers to the natural differences in how people think, learn, perceive, and communicate. People with ADHD, autism, acquired brain injury (ABI), dyslexia, dyspraxia, and other neurological variations fall under the umbrella of neurodiversity.
What is neurodiversity?
Neurodiversity isn't a diagnosis or way of thinking, but a way of looking at neurological differences. Instead of speaking about "disorders," the concept emphasizes that there are multiple ways the human brain can function—and that all of these forms are equally valuable.
Neurodiversity is often invisible. It's about internal processes: how someone thinks, learns, communicates, or processes stimuli. Some people have an official diagnosis (such as ADHD, autism, or ABI), but that's not a requirement for being neurodivergent. Many people only discover later in life that their way of thinking is different from average. This can be confusing, but also liberating.
The term neurodivergent refers to people who fall outside the "neurotypical" framework. It's not always a medical label, but often also a form of identity.
But what does neurodiversity mean in the workplace?
Neurodiversity means that colleagues have different ways of processing information, concentrating, collaborating, and communicating. Each team member has unique work needs and brings their own thinking style.
The upside is that neurodiverse teams are often strong teams. They bring different perspectives, thinking styles, and creative solutions that are invaluable for innovation, productivity, and collaboration.
How do you know if you're working in a neurodiverse team?
It's usually hard to tell. Neurodiversity—like ADHD, autism, dyslexia, and acquired brain injury—is often invisible, and people don't share it spontaneously. It requires a safe work environment where differences can be discussed.
Who can initiate such a conversation?
• HR of recruiters:
They can explain during a job application that the organization values inclusion, including neurodiversity. A safe work environment starts with how you welcome people.
• Managers:
They play a crucial role in recognizing and supporting differences within the team. They can create space in team meetings or one-on-one conversations to discuss needs without pressure.
• You (as an applicant or colleague):
You can ask if the team has experience with neuroinclusive work. For example:
"How does this organization address neurodiversity or different working styles?"
This demonstrates that you are consciously seeking a work environment where differences are welcome—without immediately having to share anything about yourself.
You don't always see a neurodiverse team right away. HR, managers, and applicants can bring up the topic—if the culture is safe and open enough.
The benefits of neurodiversity for organizations
Organizations that foster neurodiverse talent often notice:
• Increased innovation and creativity
People with atypical thinking approaches problems differently and often come up with surprising solutions.
• Improved focus and detail-orientedness
Many neurodivergent employees excel in specific tasks such as data analysis, pattern recognition, or creative content creation.
• Stronger teams through neurodiversity and complementarity
Consciously combining diverse thinking styles and neurodiverse talents creates teams that complement each other. This complementarity creates dynamic teams that approach issues from multiple perspectives and stimulate innovation.
Consciously combining different thinking styles creates a strong team that works from multiple perspectives.
• Increased engagement and loyalty
Employees who feel truly accepted and understood are often more engaged and stay with the organization longer.
Tips: How to build a neuro-inclusive workplace
Does your organization want to foster more space for neurodiversity? These are good first steps:
• Flexibility in work structure
Consider hybrid work formats, breaks, or avoiding overstimulating environments.
• Clear communication and expectations within the team
Clear instructions, visual support, and established routines can provide significant support.
• Training and awareness for teams
Invest in knowledge and understanding among managers and colleagues. An inclusive culture starts with awareness.
• Adapt your application procedures
Standard resumes and job interviews aren't always appropriate. Consider trial assignments or alternative forms of introduction. For example, don't make the resume mandatory, but ask for a profile or portfolio.
• Create a safe environment for openness
Ensure that workers feel safe to share what they need – without fear of stigmatization or exclusion. For example, make agreements about respectful communication and etiquette, and ensure there's a zero-tolerance policy for bullying or discriminatory remarks.
More background information about various brain disorders and how to address them can be found on the Hersenstichting website. The Hersenstichting (the Brain Foundation) is committed to healthy brains for everyone by funding research, education, and projects related to brain disorders. They work on prevention, treatment, and a better quality of life for people with brain injuries or diseases.
Neurodiversity = added value for the team
Neuro-inclusive work sometimes requires adjustment, but it offers so much. Diversity in thinking isn't a limitation – it's a strength. Employers who take neurodiversity seriously build a future-oriented organization where everyone can thrive.
👉 Do you want to work at an organization that makes room for all the different ways a brain works? View jobs on Tivy.club and find a workplace where your unique talent counts.
