Author: April Ogden, Founder and CEO, It’s Your Outcome

Imagine this: It’s your first day at a new job. You walk into the office eager to contribute, but something feels off. Every workstation has a PC, yet you’re a Mac person. Yes, you can still get things done, but the shortcuts are different, the layout is unfamiliar, and tasks that should be simple suddenly require more effort. It’s like trying to speak a language you only partially understand.

Now, imagine facing this barrier every day at work—not because of a lack of skills, but because the environment wasn’t designed with you in mind. This is the reality for many neurodivergent individuals navigating workplaces built for “PCs” while they operate more like “Macs.” It’s not about one way being better or worse; it’s about recognizing that diverse ways of thinking and working can achieve remarkable results.

In fact, research shows that neurodiverse teams are 30% more productive and 45% more likely to increase market share compared to non-diverse teams. We need to shift the conversation from compliance to creating truly inclusive workplaces where everyone has the opportunity to thrive.

Why Neurodiversity Should Be a Priority—And Why It Matters

Think back to a time when you didn’t fit in—not because of your abilities, but because the environment was set up for a different way of doing things. Imagine facing that kind of barrier every day at work. For neurodivergent individuals, this isn’t a passing inconvenience; it’s a daily challenge. Many don’t need to be “fixed”—they need workplaces designed with their unique strengths in mind. The stakes are high, not just for individuals but for businesses too.

The data speaks volumes: According to the Job Accommodation Network, 60% of accommodations cost nothing, while others cost an average of $500. Yet, businesses that provide accommodations see a 92% retention rate of employees who receive them, highlighting that small adjustments can have a big impact. A Deloitte study also found that organizations with inclusive cultures are twice as likely to meet or exceed financial targets and eight times more likely to achieve better business outcomes. The message is clear: adapting the system benefits everyone, not just neurodivergent individuals.

What Is Neurodiversity?

Let’s break it down:

Neurotypical refers to individuals whose cognitive functioning aligns with what society considers “standard.” Most workplace norms and systems are built around this baseline.

Neurodivergent describes people whose brains function differently, such as those with autism, ADHD, dyslexia, or other conditions. It’s not a flaw; it’s a different “operating system” with unique strengths. Under the Americans with Disabilities Act (ADA), many neurodivergent people qualify for reasonable accommodations to ensure fair access to work opportunities.

Rethinking the Workplace: Different “Operating Systems,” Same Goals

The analogy of Mac vs. PC goes beyond technology—it reflects our approach to work, productivity, and problem-solving. Here’s why embracing different cognitive “operating systems” isn’t just nice to have; it’s a business imperative:

Tailoring the Experience: Just as some prefer the sleek interface of a Mac while others feel more comfortable using a PC, neurodivergent employees thrive in environments that match their needs. Whether that means quiet workspaces, visual schedules, or flexible hours, providing choices isn’t about making exceptions—it’s about enabling excellence. When employees have the flexibility to work in ways that support their strengths, they are more engaged and productive.

Different Paths, Same Goals: A Mac user may rely on different shortcuts than a PC user to complete the same task. Similarly, neurodivergent individuals often employ unconventional strategies to achieve the same results—sometimes even outperforming traditional approaches. It’s not about forcing everyone to fit into one mold; it’s about leveraging diverse perspectives to achieve shared success. Research shows that diverse teams are 87% better at making decisions because they bring multiple perspectives to problem-solving.

Adaptability Is Key: While some employees easily adapt to new processes, others may need additional time or tailored instructions. Understanding these diverse needs doesn’t lower standards; it raises the bar for inclusion, allowing all employees to contribute their best. Organizations that prioritize adaptability see a 29% increase in employee satisfaction.

The Business Case for Neurodiversity: What the Data Tells Us

When companies embrace neurodiversity, they’re not only being inclusive but also driving better business outcomes. Here’s why:

Barriers to Inclusion: What Needs to Change

Despite the clear benefits, many workplaces still create obstacles for neurodivergent employees. Here’s what needs to be addressed:

Myth-Busting Neurodiversity

Let’s address some common misconceptions:

Myth: Accommodations Are Expensive.

Reality: Most accommodations cost little to nothing. The Job Accommodation Network reports that nearly 60% of accommodations are free, and those that do have a cost average around $500—a small investment for significant returns.

Myth: Neurodivergent Employees Aren’t as Productive.

Reality: Productivity isn’t one-size-fits-all. When provided with the right support, neurodivergent employees can be just as, if not more, productive than their peers. For instance, employees with ADHD may complete tasks 25% faster when allowed to work in ways that play to their strengths.

Myth: Neurodiversity Doesn’t Apply Across All Industries.

Reality: Neurodivergent individuals bring valuable skills across sectors, from tech to healthcare to the arts. Companies like Microsoft, SAP, and EY are already reaping the benefits of inclusive practices, proving that neurodiversity is an asset in any industry.

How to Build a Neurodiverse-Friendly Workplace

It’s time to move beyond compliance and embrace a new approach to inclusion:

The Intersection of Gender and Neurodiversity

Women with ADHD are often underdiagnosed because their symptoms don’t align with traditional understandings based on male behaviors. As a result, they may face additional challenges in the workplace, such as being misjudged or overlooked. Recognizing these nuances isn’t just helpful—it’s essential for providing meaningful support that allows every employee to succeed. According to the National Institute of Mental Health, girls and women are five times less likely to be diagnosed with ADHD than boys and men, despite similar rates of the condition.

Turning Interview Struggles Into Success

During my time as a Senior Vocational Rehabilitation Counselor for a state agency, I collaborated with a neurodivergent client who was consistently landing interviews but struggling to secure job offers. Despite having the right skills, their responses often didn’t resonate with hiring managers who failed to recognize the value of their unique approach.

Before: When asked, “How do you approach problem-solving in a fast-paced environment?” the client would say:

“I use different techniques that work for me, like creating visual reminders and detailed notes to keep track of tasks. Sometimes, I may take longer to finish a task because I need to work in a quiet setting to focus.”

While honest, this response shifted the focus to perceived limitations rather than highlighting the benefits of their approach.

The Steps We Took:

Reframing the Narrative: We focused on how their unique methods solved problems and achieved results.

Highlighting Impact: The client learned to emphasize outcomes their strategies achieved, demonstrating value.

Using the STAR Method: We practiced structuring responses using the STAR method (Situation, Task, Action, Result) to clearly illustrate problem-solving skills.

Positioning Problem-Solving as a Strength: We crafted responses that showed how their approach uncovered solutions others might miss.

After: Here’s how the client responded to the same question after implementing these strategies:

“I thrive in fast-paced environments because I’ve developed strategies that allow me to identify patterns others might overlook. In my previous role, I designed a visual workflow to address recurring order processing issues, reducing processing time by 30% within three months. My approach isn’t just about accommodating my needs—it’s about driving efficiency and achieving results.”

The result? The client landed a role where their problem-solving skills weren’t just accepted but celebrated. Within months, they led initiatives that saved the company significant resources.

Beyond Compliance: The Ethical and Business Imperative

Meeting ADA requirements is just the starting line, not the finish. The companies that push beyond mere compliance don’t just check a box—they set a new standard. These organizations aren’t satisfied with the bare minimum; they aim to redefine what true inclusion looks like, becoming magnets for top talent and engines of innovation. The real game-changers make inclusion a core part of their culture, not just a legal obligation.

Creating a Ripple Effect: How Neurodiversity Transforms the Workplace and Beyond

Embracing neurodiversity doesn’t just change company culture—it sets an example for the world, influencing educational practices, community standards, and societal norms. When businesses lead the way, they don’t just open doors for a few—they create pathways for many. The benefits extend beyond the workplace, encouraging acceptance and reducing stigma across society.

The Future Is Neurodiverse—And It Starts Now

Ask yourself: Are your workplace policies designed for every “operating system” to succeed? Neurodiversity isn’t a trend; it’s the future of work. Creating a space where different “operating systems” can coexist and thrive isn’t just an act of inclusion—it’s an act of leadership. Companies that take the lead in this area will shape the future of their work and set the standard for others to follow.

Who will you empower today?

This isn’t just a conversation; it’s a movement reshaping workplaces and lives.