For consultations and training, I base my approach on the concept of neurodiversity. This concept assumes that each individual has a unique way of thinking, learning, and interacting with the world. It emphasizes that neurodevelopmental differences, such as autism, ADHD, dyslexia, and others, are natural variants of human neurology that bring unique perspectives and abilities. It advocates against stigmatization and discrimination of people with neurological differences and supports equal conditions in all areas of society, including workplaces.

The goal is to create environments where everyone can thrive, be creative, and productive, with respect to the needs of their neurotype.

We use the term neurodivergent to describe people with neurodevelopmental differences. It includes individuals with ADHD, ADD, autism (including Asperger’s syndrom, where still considered separate diagnosis), learning disabilities (dyslexia, dysgraphia, dysorthographia, dyscalculia), dyspraxia, or Tourette’s syndrome. In a broader sense, it includes anxiety and depressive disorders, OCD, PTSD, C-PTSD, personality disorders, giftedness and others.

Neurodivergence manifests as a spectrum – the form and degree of symptoms, their impact on life, and the need for support vary for each person.

Unfortunately, neurodivergence is still shrouded in stigmas, and people encounter major barriers in many areas of life, including work.

Employing neurodivergent people can bring many benefits to your company. These individuals often have unique skills and perspectives that can enrich team and bring new ideas. Their different way of thinking allows them to excel in many areas. Diversifying work environment supports an inclusive corporate culture, boosts employee engagement, and attracts a broader range of talents. By removing barriers that hinder success from the vulnerable, working conditions improve for everyone. Who wouldn’t want to work in an environment that is fairer, more equitable, and respectful of individuals? Companies that actively support neurodiversity can also better build and strengthen relationships with the community and customers.

Don’t be afraid to be different!

Neurodivergent individuals may face numerous challenges in their professional lives, whether they openly disclose their neurodivergence or not. Compared to neurotypical individuals, they may have different styles of social interaction, communication, or information processing. Along with the stigmas directed against neurodivergence, this can negatively impact their ability to obtain or retain employment, even if they are otherwise fully qualified for the job. The barriers that neurodivergent individuals may face can be part of the recruitment process, adaptation in the company, training methods, evaluation criteria, opportunities for career growth, or simply the acceptance (or lack thereof) by the work team and misunderstanding. 

Many neurodivergent individuals possess significant talents and intellectual qualities that, with the right work environment, can be highly valued by companies and organizations.