When conversations around neurodiversity in the workplace arise, the spotlight tends to fall primarily on autism and ADHD. While both are critical parts of the neurodivergent spectrum, they represent only a portion of the wider picture. A growing body of evidence shows that other, less commonly discussed neurological profiles—such as dysgraphia, dyspraxia, sensory processing disorder, and many more—also offer rich, underutilised capabilities that businesses would do well to recognise and harness.

Dyslexia is one such example. Often misconstrued as a reading impairment, dyslexia is in fact associated with a range of cognitive strengths—particularly in visual thinking, pattern recognition, and strategic reasoning. Richard Branson, founder of the Virgin Group, is a notable case. Diagnosed with dyslexia early on, Branson struggled with conventional education, eventually leaving school at 16. Yet what appeared to be a setback became a commercial edge. His ability to visualise big-picture solutions, communicate effectively, and delegate operational details enabled him to build a global business spanning over 400 companies. As Branson himself has said: “Dyslexia has helped me think differently and look at problems as opportunities.”

His story highlights a broader lesson for HR and business leaders: our prevailing models for talent evaluation often fail to capture the potential of neurodivergent individuals. If organisations are willing to challenge traditional assumptions and embrace a wider range of cognitive styles, they can access unique problem-solving skills, creativity, and resilience that may otherwise go untapped.

Understanding neurodiversity in the modern workplace

Neurodiversity refers to the natural variation in how human brains function, learn, and process information. The term “neurodivergent” describes those whose thinking patterns differ from the so-called neurotypical norm. Coined by sociologist Judy Singer, the concept calls for a shift from deficit-based views to a strengths-based approach—much like biodiversity in nature.

It’s estimated that between 15–20% of the population is neurodivergent. This isn’t a niche issue—every workforce is already neurodiverse. The real question is whether organisations are actively supporting that diversity or unconsciously marginalising it.

Instead of “fixing” neurodivergent employees, the goal should be to cultivate environments where all individuals can thrive. That requires more than just awareness; it demands inclusive policies, leadership commitment, and adaptive systems. The payoff is significant: innovation, engagement, and diverse thinking all flourish when people are empowered to work in ways that suit their strengths.

For neurodivergent professionals to contribute fully, workplaces must go beyond basic accommodations. Inclusion isn’t about exception-handling—it’s about design. This means revisiting job descriptions, interview techniques, performance metrics, and physical work environments.

Flexible working hours, quiet zones, sensory-friendly lighting, and the option for written instructions or visual aids are just a few examples of low-cost adjustments with high impact. Clarity in communication, patience with varied processing speeds, and an openness to non-linear career paths all help to build trust and psychological safety.

A look into the broader neurodivergent spectrum

The richness of neurodiversity extends well beyond the conditions that tend to receive the most visibility. Below is an overview of several lesser-discussed neurotypes, the challenges they may bring, and the distinct contributions they can offer in the workplace.

• Dyscalculia: Though numerical tasks may pose difficulty, individuals often excel in verbal reasoning and abstract thinking—valuable in roles involving storytelling, strategy, or qualitative research.
  
  

• Dyspraxia: Challenges with coordination may come with strengths in empathy, creative thinking, and determination. Support with task planning can unlock performance.
  
  

• Dysgraphia: Writing difficulties can obscure talents in ideation and verbal expression. With support, these individuals often shine in brainstorming sessions.
  
  

• Hyperlexia: Characterised by early reading ability, often paired with delayed comprehension. Structured guidance can help translate this into strong analytical skills.
  
  

• Sensory Processing Disorder (SPD): Affects how sensory input is experienced. Quiet workspaces and adaptive lighting can significantly enhance comfort and focus.
  
  

• Synesthesia: Unusual sensory crossovers—such as “seeing” sounds—can lead to remarkable creativity, especially in design, branding, or the arts.
  
  

• Auditory Processing Disorder (APD): Difficulties with spoken language processing improve with clear written communication and reduced background noise.
  
  

• Irlen Syndrome: Visual discomfort, often remedied with screen filters or specific lighting, can dramatically improve concentration.
  
  

• Tourette Syndrome: While tics may attract attention, many with Tourette’s show high levels of focus and task persistence, particularly in structured environments.
  
  

• Stuttering: Often misunderstood, stuttering doesn’t affect intelligence. Written communication and structured speech opportunities can support success.
  
  

• Slow Processing Speed: Not a lack of competence but a need for time. Clear timelines and unambiguous instructions make all the difference.
  
  

• Misophonia: Heightened sensitivity to specific sounds can be distressing, yet those affected often demonstrate excellent attention to detail.
  
  

• Executive Dysfunction: Impacts planning and self-regulation, especially in ADHD. Support structures and clear task segmentation are effective aids.
  
  

• Dysphasia / Aphasia: Communication challenges post-trauma don’t equate to reduced intellect. Visual supports and inclusive tools enable participation.
  
  

• Giftedness: High cognitive ability may be coupled with low boredom tolerance. Offering intellectual challenges and autonomy is key.
  
  

• Nonverbal Learning Disorder (NVLD): Strong verbal skills with weaker spatial reasoning. Ideal for language-based roles with clear social guidance.
  
  

• Monotropism: A deep focus on narrow interests, often linked with autism. Best leveraged in specialist roles with minimal multitasking.
  
  

• Social Communication Disorder (SCD): Impacts understanding of social nuance. Direct communication builds confidence and alignment.
  
  

• Obsessive-Compulsive Disorder (OCD): While distressing, OCD brings meticulousness—beneficial in roles requiring accuracy and consistency.
  
  

• Bipolar Disorder: Characterised by mood shifts, but also bursts of innovation. Supportive cultures and flexible routines help balance wellness and output.
  
  

• Epilepsy: Though seizure management is critical, epilepsy has no link to capability. Education and planning ensure inclusion.
  

• Gendervague: Where gender identity intersects with neurodivergence, often autism. Respecting self-identification signals a mature and inclusive culture.