Last summer, after more than three years of forgetting to make appointments, I was diagnosed with ADHD (inattentive and hyperactive - a twofer!).

This explained - and validated - so much about my lived experience; I couldn’t believe it had taken me nearly 40 years to figure this out. But it’s not all my fault; in this process of self-discovery, I also learned that it is not unusual for women to be diagnosed until later in life.

While ADHD diagnoses in young, fidgety boys were quite common when I was growing up, it never occurred to me that my own hyperactive mind was anything other than overachieving creativity (both traits celebrated in young girls).

Because the way girls are typically socialized to behave very closely overlaps with the types of behaviors used to mask ADHD symptoms, unfortunately, many young girls go undiagnosed. For most of my life, I thought that if I just tried a little harder, I would find that these things came easily to me. But it turns out, it took a lot of mental energy for me to mask what I was really experiencing, to try to appear normal. And I was good at it for many years! But once my second child was born, I no longer had the capacity to pretend.

My experience with neurodivergence may sound familiar to a lot of people. Though I had never sought a formal evaluation, I had always assumed I was living with some type of OCD. From counting my steps as a child (to make sure I took an even number, of course), to insisting that the utensils face the same way in the dishwasher, I’ve always felt the need to keep myself "evened out."

But I was never afraid of the consequences of not performing my rituals, so I always figured they were just quirks, not “real” enough to qualify for diagnosis. Everyone stops to straighten up the shelves in the supermarket, right? (Turns out no, not right.) There are many flavors of neurodiversity (I like to refer to it as “neuro-spiciness”), and this is just one of mine. But if this concept resonates with you, you might want to look into “Just Right OCD” - and talk to a trained professional.

I know it can be scary to get a diagnosis. There is still tremendous stigma around mental health and any neurology that appears to deviate from the norm. But personally, I found it incredibly validating to realize that my hyperactive mind and inability to stick to the list I’ve so meticulously crafted is not because of a personal failure on my part. I can’t “try” my way to a different brain. Understanding my neuro-spiciness has had a significant impact on both my mental and emotional health. And through that understanding is an opportunity for growth.

I am very loud and proud about my ADHD/OCD because it helps me get what I need at work, sets the right expectations, and provides a visible example of what's possible when you share. I feel compelled to use my platform and privilege to destigmatize something that affects so many of us. And with that, I also feel compelled to offer some advice for today’s leaders.

Neurodiversity and DEIB: Expanding the Definition of Inclusion

Embracing neurodiversity in the workplace can bring unique talents and perspectives to your organization, but also requires thoughtful consideration and accommodations to ensure an inclusive and productive work environment.

Employers may need to reconsider their screening and hiring processes, workplace environments, and standard work schedules, as well as how they communicate to both large groups and individuals. It takes unlearning, and behavior change, neither of which is easy.

But organizations that take the time and effort to recruit and nurture neurodivergent workers can reap a competitive advantage from increased diversity in skills, new ways of thinking, and novel approaches to problem-solving.

According to Deloitte, between 10 and 20 percent of the global population is neurodiverse - the chances that some of those folks work for your company are pretty high. But how are you supporting that part of your employee population? Do you know who they are and what they need? Is your company a safe place to have conversations about accommodations? Are you flexible enough to align people’s work to their strengths, rather than just assign tasks based on job titles?

Diversity: Neurodiversity is a part of your company’s story

In recent years, we have witnessed a major shift in how we talk about diversity, equity, inclusion, and belonging (DEIB) in the workplace. Employers are realizing that a diverse workforce brings together myriad strengths and viewpoints, which can drive the organization further.

In this new era, DEIB efforts are extending beyond the usual categories like gender and ethnicity to include a wide range of identities and experiences. Neurodiversity, which values the diverse ways our brains function, has to become a key part of this expanded view of diversity.

Progressive organizations now see neurodivergent individuals as a valuable thread in the rich fabric of their team, understanding that a team representing the full spectrum of human thinking can bring fresh ideas, creative solutions, and enriched collaboration.

When we recognize that each person's unique neurological makeup contributes to their strengths, we challenge the stereotypes and biases often linked to neurodivergent conditions. This understanding helps inform any accommodations we provide, and helps us nurture inclusive cultures throughout our organization with training and awareness initiatives.

It’s important to note that neurodiversity as a category is not limited to one or two specific diagnoses. In fact, there is so much diversity in neurodiversity that I’ve often wondered why we even categorically separate neurodiverse from neurotypical (what is “typical” anyway?). But I digress; that’s a soapbox for another time.

It’s good to remember that while people may present as neurotypical, or have conditions yet to be diagnosed, they might still benefit from flexibility or more specialized work. Instead of othering your neurodiverse employees by creating a special program for them, you should support and champion everyone in receiving the support they need to be their best selves at work. As with many types of support or accommodation for marginalized groups, offering these types of benefits equitably will lead to a much more holistically successful organization.

Equity: Understanding what your team needs with curiosity and compassion

Through my own personal experience – and deep conversations with my neurospicy peers – I now know that while neurodivergent employees may try to mask their struggles in areas like time management or organization (skills that are traditionally rewarded in corporate environments), they will rise to new levels of productivity and skill if given the opportunity to tap into their strengths.

Neurodivergent employees often exhibit "Super Powers" that enable them to excel in roles where creativity, innovation, and problem-solving are highly valued. For example, employees with ADHD can demonstrate an intense focus when faced with a problem that interests them, and often have the ability to innovate and imagine uniquely creative solutions. People with Autism or OCD may have fantastic analytical abilities and attention to detail, excelling in processing complicated financial statements, or debugging code to ensure everything is working precisely as intended.

Of course, there is no one size fits all approach here. Each employee and each blend of neurodivergent traits will present differently, so it’s important not to apply one lens or approach to supporting neurodiverse employees. Providing an environment where all employees - including your neurodiverse staff - can learn about where their strengths lie and how they can be most successful will enable peak performance.

For organizations that operate globally, it's important to note that different cultures have different expectations and norms around talking about mental health and neurodiversity. Not everyone is fortunate to live in a place where talking about things that make you "different" is welcomed, supported, or even safe.

As you think about your company's approach to neurodiverse inclusion, decide what your global company norm is, and set expectations accordingly. But consider how you'll share your expectations and invitations, and research the cultural norms in your employees’ locations to ensure you’re approaching these conversations sensitively and appropriately.

As with all DEIB efforts, it is important to remember that what's good for a minority population will likely serve your entire employee base. The proverbial high tide raises all ships when we support a diverse range of employees regardless of diagnosis or demographics.

Inclusion: Championing Everyone

Neurodiversity in the workplace is not something to be shamed, hidden, or punished. We should be celebrating the diverse range of experiences our employees bring to the organization - and alongside gender, race, and other typically-reported demographics, neurodiversity is simply one other lens by which we can view the diversity of our companies.

Organizations that are doing the work to embrace neurodiverse employees should approach accommodation as a personal exploration, not as a mandated requirement. By putting neurodiverse employees (and all employees, really) into positions to be their most successful selves and operate in their particular zones of genius, you will enable an incredibly productive, creative, and dynamic team.

This shift in corporate mindset reflects a welcomed increased awareness of mental health issues in both the workplace and society at large. Diversity needs to encompass more than just things we can see - it also needs to extend to how our minds work. When taken in this context, neurodiversity isn't jargon; it's a cornerstone of building workplaces that celebrate authenticity, cultivate talent, and fuel innovation.

Belonging: Representation Matters

We have seen time and time again that when executives openly share their challenges or strategies, it creates a more open and welcoming environment for those who have been silently struggling. It removes a layer of shame and opens the door for conversation.

It’s hard for me to overstate the impact of feeling embraced for your particularities. When you can see in real-time how your unique skills and strengths add value to the organization, when you realize the impact you can have by showing up authentically as you are, when you find teammates who can fill in your gaps by tapping into their “Super Powers”, that is the definition of an incredible team, collaborating and producing in perfect harmony.

Change only comes when tomorrow’s workforce can see themselves in today’s leaders. I urge any leader reading this to think about the parts of you that you’re willing to share openly, and those which you’ve kept hidden. If you struggle with anxiety, if you’ve harnessed the power of your ADHD, if you’re experimenting with AI to help you with dyslexia - share your story. I promise, there is someone out there who needs to hear it.