Neurodiversity refers to the natural variation in how people think, learn and work. These differences are not deficits but strengths that bring new perspectives, creativity and problem-solving approaches to our teams.
Embracing neurodiversity is essential to building a more inclusive, innovative and differentiated workplace in today’s market. Here, creating an inclusive environment starts early, often even before someone joins the company.
In this article, we share perspectives from neurodiverse colleagues, along with insights from Human Resources (HR) professionals and network leaders, on the importance of approaching neurodiversity with empathy, transparency and empowerment.
Transparency in the hiring process: advice from HR
For Tatiane Gomes, an HR professional in Brazil, openness during the recruitment process benefits both candidates and the organization.
She highlights that recruitment is a two-way conversation. While recruiters present the role and the company, candidates are also assessing whether the environment will allow them to thrive.
“Being transparent about one’s neurodivergence allows HR to better understand each individual’s profile, strengths and needs and to provide the right support from day one.”
Even though candidates may feel fear or hesitation, Tatiane encourages sharing this information during the interview stage, once candidates have already demonstrated they are qualified for the role.
“That moment is about truly getting to know the person behind the resume and ensuring they can succeed in the role with the right tools and adjustments in place.”
This early dialogue also enables HR and hiring managers to plan ahead, from aligning with leaders to ensuring that on a new colleague’s first day the necessary flexibility, tools and working conditions are already available.
Creating a workplace where people can do their best work
Suzie Austen, a Workability network co-chair in the UK, highlights the importance of close partnership between HR, managers and employees to raise awareness around neurodiversity and build a more inclusive workplace.
“Neurodiversity strengthens teams by bringing different ways of seeing patterns, solving problems and generating ideas which drives creativity and innovation in our work.”
For Suzie, it all starts with clear and open communication. “It’s fundamental to actively communicate and signpost colleagues to helpful resources so everyone can thrive at work.”
Suzie also speaks from personal experience as a neurodivergent colleague. As someone with dyslexia, she finds the inclusive culture here to be a key enabler of her performance and success.
“Here we listen to one another, celebrate differences and are open to bringing our whole selves to work. This definitely helps me do my best work.”
To learn more, visit our blog post on neurodiversity in the workplace at WTW.
Sharing personal experiences from neurodiverse colleagues
Rachael Bassett, who has ADHD, is also an active voice within the UK’s Workability network. She highlights how collaboration and mutual respect within her team enable her to thrive at work.
“We include everyone in the conversation so we can all learn, share ideas and stay aligned.”
Creating space for open conversations also helps challenge misconceptions and stereotypes about neurodiverse colleagues, not only in the workplace but also in everyday life.
“People tend to think that people with ADHD can’t cope or focus but that’s not true. Give me clear deadlines, ask me to be creative, support work life balance and you’ll see what a neurodiverse superpower really looks like.”
The idea that neurodiverse people are limited or incapable is another misconception that Suzie wishes more people would unlearn.
“Neurodiversity is not something to fix but a natural variation in how people think and process information. Neurodivergent strengths like creativity and problem solving help our teams thrive.”
Inclusion through the lens of parenthood
For Van Dorado, from our Philippines team, inclusion is deeply personal. As a parent of a neurodivergent child, it means being able to show up as her whole self at work, supported by trust and empathy from colleagues and leaders.
“The trust and empathy I experience make a real difference. They allow me to focus on my work without guilt, explanation or apology for the realities of my life.”
Van explains that flexibility is not a nice to have, but essential to how work happens here: “I’ve seen flexibility show up in ways that best support colleagues’ work and personal lives”, she says.
That trust reduces stress, allows her to stay engaged and makes it possible to be fully present for her child during important moments, while continuing to grow professionally.
For Van, inclusion matters because when people are supported in their circumstances, they are empowered to do their best work.
Start your career in a place that brings out your best
Here, respect, understanding and curiosity underpin how we work together. While no two people are the same, everyone is aligned around shared goals whether that’s building meaningful careers, supporting clients or contributing to a culture where everyone can succeed.
Because when people feel supported, understood and empowered to work in ways that suit them best, everyone moves forward.
Explore our open roles and apply today to start a career that moves you.
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