Collaboration

Contrary to the stigmas surrounding neurodivergence (ADHD, autism, Down syndrome, dyslexia, etc.), employees with a neurodivergent brain bring immense added value to the team and are an asset to the company overall. Therefore, let us discuss in more detail the unique strengths, talents, and skills that these neurodivergent colleagues often possess. It is important to note that each person is unique, and not every neurodivergent individual will have these strengths.

We often receive questions like: “Does allowing reasonable accommodations for neurodivergent colleagues not lead to jealousy among others? Why do some prefer to keep their diagnosis to themselves? How can we express what we need without fear of retaliation or being overprotected? How do we prevent friction and miscommunication in our diverse team?” Psychological safety is always at the foundation of the solution to these questions.

In recent years, there has been increased attention to neurodivergencies such as ADHD, hyper-sensitivity, autism, dyslexia, etc. More people seem to self-identify as being neurodivergent, and companies are starting to pay attention to becoming more neuro-inclusive and fostering the strengths of neurodiversity.

In this article, I’m telling my own story with ADHD while working as a software developer and becoming a team lead, what I learned, and what I found to be working well to help people with ADHD and more to thrive in their teams and companies.