Flat or spiky? How best to tap the talents of the neurodiverse 

In an often rigid and biased world of work, these patterns and themes have exposed weaknesses in the way organizations hire neurodiverse talent and, if onboarded, in accommodating and making the most out of that talent. In turn, talent gaps and oversights mean that many organizations are not just falling short when it comes to diversity and inclusion, they are missing out on the clear benefits that neurodivergent people – and smarter HR practices – bring to the workplace.

For example, some of us who make sense of the world in overviews and at scale might be called dyslexic. Others who are excellent pattern-spotters and detail analysts with high levels of sensory sensitivity might be labeled autistic. The naturally curious who have a dispersed pattern of attention that could prove distracting in an open-plan office (but is an essential skill in a large crowd or during high-performance sports) may be defined as having attention deficit hyperactivity disorder (ADHD).