The inclusion of neurodivergent profiles in the workplace is still widely overlooked by business leaders and HR departments. And yet, these atypical talents — who represent around 15 to 20% of the population — bring invaluable strengths in areas like innovation, adaptability, strategic thinking, team dynamics, and solving complex problems.
Unfortunately, because their ways of thinking and working are often misunderstood — and because most workplaces aren’t designed with them in mind — these individuals can struggle to fit in or unlock their full potential.
So how can you spot these profiles? And more importantly, how can you manage them effectively to make them a strategic asset for your company?
Neurodivergent talent: who are they, and why do companies still overlook them?
A neurodivergent person is someone whose cognitive functioning differs from the neurotypical majority. This includes individuals with high intellectual potential (HIP), those on the autism spectrum (ASD), people with ADHD, and those with “dys” conditions like dyslexia, dyspraxia or dyscalculia.
Many of these individuals go undiagnosed, may not be aware of their condition, or choose to keep it hidden at work for fear of being judged or marginalised.
One of the biggest barriers to their inclusion lies in standardised recruitment processes that favour neurotypical profiles. Ill-suited personality tests, rigid interview formats, and a lack of flexibility all prevent companies from accessing a rich and valuable talent pool.
The overlooked strengths of neurodivergent individuals
Far from being a burden, neurodivergent talent can be a major driver of performance — if you know how to recognise and support them. Here are just a few of their strengths:
- Innovative thinking and unique connections
Their ability to process information differently means they often make novel connections and generate creative, out-of-the-box ideas.
- Rigour and perseverance
Many autistic individuals, especially those with Asperger’s, excel in tasks requiring precision and attention to detail. They’re also able to maintain deep focus over long periods.
- Strategic vision and adaptability
Contrary to popular belief, many neurodivergent people (including those with ADHD or HIP) are highly versatile and forward-thinking — great at anticipating trends and adapting to a fast-changing world.
- Loyalty and commitment
When given the right environment, these employees are highly engaged, invested for the long term, and key contributors to collective intelligence.
And yet, despite these assets, many neurodivergent colleagues face misjudgements from managers and peers. They might be seen as “too fast”, “too rigid” or “too blunt” — or even mistaken for arrogant, which they generally aren’t. These misconceptions often hold them back in their careers.
How to adapt your management style for neurodivergent talent
1. Rethink recruitment and onboarding
Companies need to revisit their processes to avoid excluding neurodivergent candidates by default. Here are a few ideas:
- Rethink interviews: Swap out traditional interviews for skills-based assessments or real-world simulations that don’t disadvantage atypical candidates.
- Promote cognitive diversity: Train recruiters to recognise different ways of thinking and reduce bias in the hiring process.
- Offer tailored onboarding: Provide a mentor, gradual role immersion and regular feedback to ease the transition into the company.
2. Create a flexible working environment
Neurodivergent employees often benefit from a workplace tailored to their needs:
- Sensory adjustments: Minimise background noise, offer quiet spaces or allow remote work to reduce overstimulation.
- Flexible schedules: Those with ADHD, for instance, tend to thrive with flexible hours and frequent breaks.
- Tailored tools: Use dyslexia-friendly software or structured task management tools for those with ADHD.
3. Encourage compassionate, agile leadership
Neurodivergent professionals may struggle with rigid rules. A trusting, flexible management style is key:
- Set clear but flexible goals: These individuals shine when they’re given room to reach objectives in their own way.
- Foster open communication: Educate teams on neurodiversity to reduce misunderstandings and improve collaboration.
- Keep things stimulating: Boredom and lack of purpose are the biggest motivation-killers for high-potential or multi-talented individuals. Give them variety and meaningful challenges to keep them engaged.
Who’s leading the way on neurodiversity?
Some forward-thinking companies have already taken concrete steps to embrace neurodiverse talent:
Microsoft launched a dedicated recruitment programme in 2015 for autistic candidates, redesigning its hiring process and offering tailored support.
Ubisoft created an internal network for neurodivergent employees and provides training to boost inclusion and collaboration.
Orange launched the Neuroteam programme to raise awareness and attract more atypical candidates.
TotalEnergies published a neurodiversity guide for all employees and regularly hosts internal seminars on the topic.
These initiatives show that, with the right approach, neurodiversity can become a genuine lever for performance and innovation.
It’s not about giving special treatment — just the right conditions
Neurodivergent professionals aren’t asking for favours. They simply need their specific traits to be acknowledged, and an environment that allows their potential to shine. For companies ready to embrace them, the rewards are huge: more innovation, more collective intelligence, greater agility in the face of change — and a level of human richness that’s hard to match.
