What Is Neurodiversity, and Why Should We Be Talking About It?

At its core, neurodiversity is the idea that neurological differences, like those that the medical system calls autism, ADHD, dyslexia, and other conditions, are natural variations of the human brain. Much like biodiversity in nature, neurodiversity reminds us that all brains are different, and that’s something to embrace rather than fix.

Instead of viewing these differences solely as deficits or problems to be “treated,” neurodiversity encourages us to recognize them as part of the broad spectrum of human diversity.

Understanding Terms

Neurodivergence/Neurodivergent (neuro-minority): A non-medical umbrella term describing people whose brains develop or function differently for various reasons. This may include differences in learning, attention, sensory processing, or social communication.

Importantly, “neurodivergent” is a social identity, it’s something people can choose to identify with, not a medical diagnosis.

Some people define neurodivergence narrowly, only including neurodevelopmental conditions. However, I believe in a broader definition that includes all brain-based differences as it can foster greater community and belonging.

Neurotypical (neuro-majority): Refers to individuals whose brain functioning and development align with what society expects as more “typical.” But, it’s important to embrace the fact that all brains are different and unique.

Neurodiverse: Used to describe groups that include people with diverse neurotypes. A single person isn’t “neurodiverse,” but a group can be.

The goal of many of my Neurodiversity in the Workplace presentations is to encourage more workplaces to embrace the fact that their work place is likely already neurodiverse and we can all work together to create more accessible systems.

Social vs. Medical Models of Disability

The neurodiversity movement has its roots in the social model of disability, though it is not fully contained within it.

Medical Model: Views disability as a problem within the individual that needs to be treated or cured.
Social Model: Recognizes that disability is primarily caused by societal barriers and discrimination rather than the individual’s body or mind.

Both models have their uses, but embracing some of the social model can shift our focus toward building more inclusive environments rather than forcing individuals to change.

Strengths of a Neurodiverse Workplace

A workplace that welcomes neurodivergent talent can benefit from a wide range of strengths, including, but not limited to:

Creative Problem-Solving: Bringing unconventional ideas and fresh approaches.
Deep Focus or Hyperfocus: Producing thorough, high-quality work when engaged.
Authentic Communication: Clear, direct, and honest communication can strengthen team dynamics.
Pattern Recognition: Ability to notice trends or inconsistencies others might overlook.
Resilience: Developed from navigating a world not designed for their ways of thinking.
Innovative Thinking: Challenging norms and introducing new methods or perspectives.
Strong Memory: Exceptional recall in specific topics or details.
Loyal Engagement: Deep commitment to meaningful work, contributing to lower turnover rates.
Process Efficiency: Streamlining repetitive tasks and improving systems.
Unique Perspectives: Diverse cognitive styles enrich decision-making and strategy.

But remember, every person has their own unique strengths and weaknesses. Just because you understand one neurodivergent person does not mean you understand all of them.

Supporting Neurodivergent Individuals

Accommodations can make a huge difference in someone’s life, not just in workplaces but also in schools, homes, and community settings.

Accommodations are simply adjustments or supports that allow people to work and thrive.

Some helpful examples include:

Clear deadlines or extended time for planning or managing perfectionism.
Written instructions and task breakdowns to reduce reliance on memory.
Help with task prioritization to clarify what’s urgent.
Regular check-ins or reminders to support accountability.
Use of organizational tools or apps (like Trello, Notion, or Outlook).
Flexible or modified schedules to manage energy and focus.
Reduced distractions and sensory-friendly spaces for better concentration.
Job coaching or executive function support for building organizational and planning skills.
Permission for fidget tools or movement breaks to aid regulation.
Alternative communication methods (written or visual rather than verbal).
Start-up or transition routines to help shift between tasks.

For more information, resources like AskJAN.org are a great place to start.

The Role of Intersectionality

It’s important to remember that neurodiversity doesn’t exist in a vacuum. People also hold other identities, like race, gender, class, sexuality, and more, that intersect and shape their experiences. This interconnectedness is called intersectionality, a framework for understanding how overlapping systems of discrimination or disadvantage impact people’s lives.

Stigma vs. Discrimination

Many neurodivergent people face stigma, which refers to negative or unfair beliefs held by society. But often, what people describe as “stigma” is actually discrimination. It’s discrimination when there are concrete actions and systemic barriers that exclude or harm marginalized groups. Recognizing this distinction helps us move beyond simply raising awareness to taking action.

Why This Conversation Matters

We live in an ableist world. One where our society often treats people without disabilities as superior and defines people with disabilities solely by their conditions. Ableism is a system of discrimination that we all have a responsibility to dismantle.

Talking openly about neurodiversity, reducing stigma, and challenging discrimination create pathways for meaningful change. And it’s not just about fairness — it’s pretty good for business too. Research shows that diverse teams are more innovative, better at problem-solving, and can improve overall organizational performance.

So, You’re Thinking About Bringing in a Neurodiversity Speaker? Here’s What I'd Recommend To Look For:

Now that you know what neurodiversity is and why these conversations matter, you might be feeling inspired to bring a speaker into your workplace or community. I’ve found that a speaker can help your team better understand neurodivergent experiences, strengthen inclusion efforts, and build a more supportive environment for everyone.

I would be honored to be considered, and I encourage you to reach out if my approach and style feels like a good fit.

At the same time, it’s important to remember that there are many incredible speakers and educators doing meaningful work in this space, each offering their own perspective and style.

Over the years, I’ve seen some presentations on neurodiversity that fell short of providing the depth and authenticity this topic deserves. To help you make the most thoughtful choice when hiring a speaker, here are a few things I recommend looking for:

Lived experience as a neurodivergent person.
This is one of the most important factors. Hiring a neurotypical person to speak about neurodiversity can feel as out of place as hiring a man to lead a talk on women’s rights. Lived experience brings authenticity, insight, and connection that simply cannot be replicated.
A broader focus beyond ADHD and autism.
While ADHD and autism are often the most recognized neurodivergent conditions, the neurodiversity movement is much larger. A good speaker should also acknowledge other experiences, such as dyslexia, dyspraxia, Tourette’s, and beyond.
A discussion of disability and ableism.
It’s essential to talk honestly about the realities of disability and ableism. While there are many strengths and gifts within the neurodivergent community, these conditions can also be deeply disabling for many people. A strong presentation balances celebrating strengths with acknowledging challenges and systemic barriers.
An understanding of intersectionality.
Neurodivergence does not exist in a vacuum. Race, gender, sexuality, socioeconomic status, and other aspects of identity all shape a person’s experience. A thoughtful speaker will at least introduce the concept of intersectionality and how it relates to neurodiversity.
Experience and skill in teaching or presenting.
Being neurodivergent does not automatically mean someone is prepared to educate others on the topic. A great speaker should have a combination of personal experience and professional expertise, whether through study, advocacy, research, or years of working in the field.

Choosing the right speaker is an investment in your audience’s growth and understanding. It’s worth taking the time to find someone who can offer both expertise and empathy, who invites meaningful reflection, and who inspires action toward a more inclusive future.

If you’d like to learn more about my approach or explore whether I might be a good fit for your event, I would love to connect. And wherever this journey takes you, thank you for committing to making space for these vital conversations.