With National Inclusion Week upon us, it’s a perfect time to reflect on what inclusion really means. Too often, diversity is treated as a box-ticking exercise—something companies feel obliged to do, but not truly engage with. Diversity and inclusion go beyond hiring people from different backgrounds; it is about recognising the strengths that come from diverse perspectives, especially those brought by neurodivergent individuals.

For me, the importance of neurodiversity in the workplace is deeply personal. I have spent my career navigating dyslexia and a speech impediment, often feeling like I didn’t fit the mould of a “typical” employee. One moment that stands out to me was during an internship when I was asked to measure a banner for an event. It seemed simple, but as I looked at the numbers, I felt completely lost. I remember calling my mother in tears, feeling defeated by something that others found routine. That experience made me acutely aware of how easy it is to feel excluded when the workplace does not accommodate different ways of thinking.

That is why neurodiversity is a passion of mine. Too often, it is overlooked in discussions about inclusion, yet the potential of neurodivergent individuals is enormous.

The misconception of neurodiversity

Neurodiversity refers to the idea that conditions like dyslexia, ADHD, autism, and others, represent natural variations in how the brain functions, rather than disorders. Neurodivergent individuals frequently bring unique strengths to the table. They can offer fresh perspectives, solve problems in creative ways, and approach challenges with an innovation that can push organisations forward.

When I was younger, I didn’t understand that thinking differently could be an advantage. I spent years trying to conform, feeling frustrated when I couldn’t meet certain expectations. Over time, I have learned that diversity of thought is a critical asset to any business. Different perspectives lead to better problem-solving and ultimately, a stronger, more innovative team.

Hiring neurodiverse individuals isn’t about being charitable or fulfilling a quota—it’s about tapping into untapped potential. It’s about recognising that neurodivergent employees bring a different lens to the table, which can be a powerful driver of creativity and innovation.

Fostering a supportive work environment

However, hiring neurodiverse individuals is just the first step. Creating a truly inclusive environment is what makes the real difference. Workplaces need to be adaptable, offering the flexibility that neurodivergent individuals may need to thrive. This could mean offering flexible working hours, creating quiet spaces, or rethinking the ways in which tasks are assigned.

I know firsthand how important it is to be supported in your work environment. Growing up, my dyslexia went undiagnosed for years, and I struggled to keep up in school. I was often told to “just work harder,” but the truth was, I wasn’t getting the support I needed to succeed. When I finally received the help I needed, I learned that it wasn’t about trying harder—it was about working differently.

In the workplace, it’s crucial to foster an environment where employees feel comfortable asking for what they need. Simple accommodations—such as alternative ways of working or communicating—can make all the difference. When people are given the space to work in ways that align with their strengths, the results can be transformative.

Breaking down barriers

For many neurodivergent individuals, barriers to success start early. I know this from personal experience. My dyslexia wasn’t diagnosed until I was a teenager, and by that point, I had already spent years struggling to keep up. I was labelled as “slow” or “lazy” because I couldn’t meet the same benchmarks as my peers. The frustration and lack of understanding made me doubt my abilities.

This is why creating a truly inclusive workplace is so important. Neurodivergent individuals shouldn’t have to hide their differences or feel ashamed of them. It’s up to leaders to ensure that employees feel valued for their unique contributions. This means investing in training for managers, encouraging open conversations about neurodiversity, and providing the right tools and flexibility for all employees to thrive.

Moving beyond box-ticking

As we celebrate National Inclusion Week, it’s crucial to move beyond ticking boxes and start thinking of diversity and inclusion as a genuine opportunity. Embracing neurodiversity isn’t just the ethical thing to do—it’s smart business. When we make room for different ways of thinking, we unlock new possibilities for innovation and success.

Ultimately, when we truly embrace diversity, we create stronger, more successful organisations. Neurodiverse individuals don’t need sympathy—they need understanding, flexibility, and the chance to contribute their unique strengths. As leaders, it’s up to us to make that possible.