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Modern companies are increasingly recognising the unique strengths and talents that neurodivergent individuals, such as those with Autism, Dyslexia and ADHD, bring to the table.

Neurodiverse people account for around 15-20% of the global population. However, neurodiverse people are statistically disadvantaged in the hiring process. Embracing the strengths of people with neurodiversity contributes to a more diverse and innovative workforce.

Rethinking traditional hiring strategies

Traditional hiring and interview practices very often fail to accurately capture the potential of neurodivergent individuals because their strengths often lie beyond conventional interview metrics. 

As this Harvard Business Review article highlights, “the behaviors of many neurodiverse people run counter to common notions of what makes a good employee—solid communication skills, being a team player, emotional intelligence, persuasiveness, salesperson-type personalities, the ability to network, the ability to conform to standard practices without special accommodations, and so on. These criteria systematically screen out neurodiverse people. But they are not the only way to provide value. In fact, in recent decades the ability to compete on the basis of innovation has become more crucial for many companies.”

Companies that prioritise inclusivity and diversity understand that innovation thrives in varied perspectives. Instead of relying solely on interviews, assessing candidates through practical tasks or work simulations can provide a more comprehensive view of their abilities.

Competitive edge

There are numerous strengths that people who are neurodivergent often display which can give them the competitive edge in the workplace.

Autism Spectrum

There are many famous innovators, scientists and inventors with autism. Einstein was autistic as is the world’s richest man, Elon Musk.

People with Autism often have:

  • Attention to detail. Many individuals with Autism have an unparalleled attention to detail. This quality can be leveraged in roles that require precision, such as data analysis, quality control, and software testing.
  • Pattern recognition. Autistic individuals often excel at recognising patterns and identifying trends that others might miss. This trait is highly valuable in industries like finance, market analysis, and cybersecurity.
  • Focus and dedication. People with Autism frequently exhibit intense focus and dedication to tasks they are passionate about. This dedication can result in remarkable outcomes in research, programming, and creative design.
  • Innovative problem solving. The unique thought processes of those with Autism can lead to groundbreaking solutions. Companies can benefit by involving them in brainstorming sessions and problem-solving tasks.


American swimming champion Michael Phelps is the most decorated Olympian of all time. Michael also has ADHD. His mum Debbie told ADDitude magazine, “I was told by one of his teachers that he couldn’t focus on anything,” says Debbie. She consulted a doctor, and nine-year-old Michael was diagnosed with ADHD. “That just hit my heart,” says Debbie. “It made me want to prove everyone wrong. I knew that, if I collaborated with Michael, he could achieve anything he set his mind to.” 

People with ADHD often have:

  • Creativity. Individuals with ADHD often exhibit creative thinking and the ability to see connections between seemingly unrelated concepts. This trait is beneficial in marketing, design, content creation, and innovation.
  • Hyperfocus. While ADHD can lead to difficulties with attention, hyperfocus is a state in which individuals are fully absorbed in a task. This intense concentration can yield remarkable results in coding, writing, and strategic planning.
  • Quick adaptation. People with ADHD are known for their adaptability. They can pivot swiftly in response to changing circumstances, making them assets in fast-paced industries like tech startups and crisis management.
  • Multi-tasking. The ability to handle multiple tasks simultaneously can be an advantage in roles that require juggling various responsibilities, such as project management and event planning.


Arnold Schwarzenegger achieved huge success as a body builder, movie star and politician. Arnie is also dyslexic. He revealed recently that he struggles to read and so has had to come up with adaptive strategies in order to achieve things that are easier for neurotypical individuals.

People with dyslexia often have:

  • Resilience and perseverance. the challenges dyslexic individuals face from an early age often cultivate remarkable resilience and determination. Overcoming obstacles fosters a strong work ethic and the ability to persevere in the face of adversity. This trait can make them valuable team members, project leaders, and managers who inspire others through their commitment.
  • Strong problem-solving skills. Dyslexic individuals tend to excel in thinking outside the box and finding innovative solutions to complex problems. In the workplace, this strength can be harnessed in fields such as technology, engineering, research, and design.
  • Outstanding communication skills. Dyslexics often possess strong verbal communication skills. They often excel at conveying ideas, concepts, and stories in a compelling and engaging manner. This strength can be invaluable in roles that require effective public speaking, sales, marketing, and customer relations.
  • Adaptability. Dyslexics are known for their adaptability and flexibility. They can quickly adjust to new situations and think creatively to find alternative methods to achieve goals. This adaptability is essential in rapidly changing industries and dynamic work environments.

The strengths of neurodivergent individuals with Autism, dyslexia and ADHD are multifaceted and can greatly benefit the modern workplace. Companies that actively seek out and accommodate these strengths and talents can build a stronger, more diverse workforce that is primed for success in an ever-changing business landscape.