Neurodiversity as a Superpower: What If "Weird" Is Exactly What Works?

I’m autistic. And because of where I fall on the spectrum,  I’m extremely smart, deeply analytical, and socially confused.

At work, I’ve always wondered: do they want me “normal”? Or do they want me brilliant?

Because here's the thing: I prefer scheduled calls over spontaneous check-ins. I ask for written instructions and feedback so I can follow through with precision. I don’t do well with office politics, but I’ll give you the clearest marketing strategy you’ve ever seen.

And while my preferences may seem “extra,” they’re actually just good business.

Clarity. Efficiency. Predictability. Structure. That’s what makes my brain hum. And when the workplace embraces those same things? Everyone benefits.

But here’s where it gets real.

Once in my life, I asked for reasonable accommodations at work to help me do my job even better.

Not long after, I was laid off.

Not for performance. Not for anything I did wrong.

Just… gone. "Role eliminated." 

And while no one said it out loud, the timing spoke volumes.

This is what should never be happening. Not in 2025. Not when we know better.

When companies sideline neurodivergent talent instead of supporting it, they don’t just lose people like me. They lose the innovation, clarity, and competitive edge we bring.

The Hidden Business Advantages of Neurodiverse Talent

Neurodivergent individuals—autistic people, ADHDers, dyslexics, and others—bring unique strengths to the workplace that are often overlooked in traditional hiring or team culture.

Here’s what research and reputable sources have to say:

• Increased Innovation
  Companies with neurodivergent talent report higher levels of innovation. A Deloitte report found that cognitively diverse teams are 20% more innovative and make decisions 60% faster.
• Enhanced Problem Solving
  Autistic individuals often excel in pattern recognition and systems thinking. According to Harvard Business Review, “neurodiverse teams are better at spotting errors and working with data.”
• Better Process Thinking
  Neurodivergent employees often thrive with structure, clarity, and optimization, leading to more consistent performance. EY’s neurodiversity program showed a 48% increase in productivity when accommodations were implemented.
• Loyalty and Focus
  People who are often excluded tend to deeply value inclusive employers. When supported, neurodivergent employees show higher retention rates and deep engagement with their work.
• Culture Shift for the Better
  Accommodating neurodivergence often improves conditions for everyone. Clearer onboarding, flexible communication, reduced noise, all of it benefits neurotypical and neurodivergent folks alike.

What This Means for Teams

Hiring for diversity means embracing the real difference neurodivergence brings. That means rethinking “professionalism,” challenging conformity, and recognizing that brilliance doesn’t always come wrapped in neurotypical packaging.

So here’s my challenge to hiring managers, teammates, and leaders:

Stop asking us to blend in.

Start asking what we can build if we show up as we are: strategic, strange, sharp, and maybe a little socially quirky.

Because normal is overrated.

But brilliance? Brilliance is a business advantage.