Workers Are Talking About Neurodiversity. Employers Must Keep Up

"Over the past few years, the topic of neurodiversity in workplaces has shifted from a niche topic to a mainstream, ballooning conversation. More people than ever are seeking and receiving diagnoses as neurodivergent. Social media has opened up spaces where individuals confidently share their lived experiences, providing the examples and guidance previous generations never enjoyed. Today, younger generations in particular are growing up with a language for difference that simply did not exist at scale before."

"This societal change is reshaping the workplace and workforces. Employee expectations have changed as a whole - and one such expectation is assuming or hoping that employers will recognize and support different ways of thinking. For organizations, the implications of this are profound. People remain organizations' most expensive asset, but significant human capacity is wasted because systems are not built for the realities of how people think and work."

"Societal awareness of neurodiversity is rising quickly. Many organizations are unprepared, leaving employees unsupported. The risks of inaction are serious, including lost talent, weaker performance, and damaged reputation. Embracing diversity of thought unlocks opportunity, driving innovation, collaboration, and resilience. Simply put, the companies that adapt quickly will unlock performance and innovation, while those that do not face substantial risks both to their reputation and bottom line."

Awareness of neurodiversity has expanded rapidly as diagnoses become more accessible and social media normalizes conversations about ADHD, autism, dyslexia, and other forms of neurodivergence. Younger generations increasingly use language to describe cognitive differences, raising expectations that employers will recognize and support diverse ways of thinking. Many organizations lack systems and accommodations, leading to wasted human capacity and unsupported employees. Companies that implement inclusive practices can unlock performance, innovation, collaboration, and resilience. Organizations that fail to adapt face substantial risks including loss of talent, diminished performance, and reputational damage.

Read at Psychology Today