Innovation thrives on diverse ways of thinking. That’s why smart companies don’t just hire for skills; they also hire for perspective. Neurodiverse teams bring unique strengths to the table, but working together also means navigating different communication styles and work preferences—with the occasional misunderstanding.
At a ChannelCon 2025 session focused on neurodiverse teams in tech, panelists candidly spoke about their journeys living with their own neurodivergent conditions and how this has shaped their professional experiences. They covered the fundamentals about neurodivergence, called out harmful myths and highlighted ways to create supportive environments where neurodiverse teams can thrive together.
Neurodivergence: Key Facts
- An estimated 15–20% of the global population is considered neurodivergent. Many experts and organizations note that this number may be underreported due to undiagnosed or misdiagnosed individuals, especially among women, people of color and older adults.
- Many neurodivergent individuals are diagnosed later in life, especially women and people of color. Late diagnosis is common due to lack of awareness, stigma or masking behaviors.
- Neurodivergence includes a range of conditions, including, but not limited to:
- Autism spectrum disorder (ASD)
- Attention-deficit/hyperactivity disorder (ADHD)
- Dyslexia
- Dyspraxia
- Tourette syndrome
- Obsessive-compulsive disorder (OCD)
- Bipolar disorder
- Social anxiety disorder
- There are 298 classified mental health disorders in the “Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition” (DSM-5). Meanwhile, the World Health Organization’s “International Classification of Diseases, 11th Revision” (ICD-11) recognizes additional mental, emotional and behavioral conditions–reflecting a broader scope of neurodivergence.
Related Content: Sharing Diversity, Equity, Inclusion and Belonging: Real-Life Experiences and Stories in the Tech Industry
Beyond the Label: No Two Journeys Are the Same
While diagnostic labels have helped many individuals access their own treatment and support, the panelists encouraged care in how these labels are applied. The panelists illustrated their point with a quote from Dr. Stephen Shore: "If you've met one person with autism, you've met ONE person with autism."
Dr. Shore advocates that every autistic individual has a unique experience. This is also a simple but powerful truth that applies to neurodivergence on a broader level: each neurodivergent person brings their own strengths, challenges and perspectives.
There’s no universal blueprint for neurodivergent experiences.
For example, while one colleague with ADHD might prefer direct, written communication, that doesn’t mean every person with ADHD will share the same preference. When you accept that one label doesn’t fit all, you create space for stronger, more supportive teamwork and leadership.
Busting Myths About Neurodivergence
The panelists celebrated the strengths that come with their neurodivergence, even calling them superpowers. At the same time, they were candid about the tougher realities. They challenged that many stereotypes about their diagnoses are assumption-based and damaging. Key sentiments expressed include:
“With anxiety, I think a big myth is that I’m crazy. I’m not crazy. My brain thinks differently and fires on all cylinders, all the time. I am worrying about something 24/7, 365 [days a year]. My brain is just wired differently–and that’s not a bad thing.”
“Dyslexia does not mean you’re a slow learner. That is the biggest myth that I’ve seen. I’m a great learner; I just need to read something three to four times before my brain hits the letters in the right spots to understand what it says. I do better with listening and visuals. Everybody learns differently.”
“The fact that it’s a label I’ve been diagnosed with doesn’t make it any less of a label for somebody else who hasn’t [been diagnosed]. If you haven’t been diagnosed, it doesn’t mean that you don’t relate. It doesn’t mean you don’t belong here and that these aren’t real problems for you either.”
Differences are not deficiencies. There’s no single 'right' way to be, and no universal 'normal.' When we approach others with curiosity instead of assumptions, we open the door to deeper understanding and better collaboration.
Championing Neurodiversity in the Workplace
Let’s be clear: It’s NOT appropriate to ask your employees or colleagues if they are neurodivergent. Not only is this a matter of courtesy and respect, but it can also cross legal boundaries. Disclosure of neurodivergence is a personal choice.
There are many other things that employers and coworkers can do to foster a supportive and inclusive environment for team members with neurodivergence. One of the most impactful ways is simply communicating that help is available. Here are a few ways to do that:
- Provide access to Employee Assistance Programs (EAPs) and regularly remind employees of their availability
- Offer clear guidance on workplace policies and access to mental health resources
- Encourage open dialogue by saying things like, “If there’s something that could help you do your job more comfortably, please let us know.”
- Support ideal working environments by being flexible with physical needs
- Listen if they are willing to share
Advice for Neurodivergent Professionals
You are not alone. From tough days to triumphs, panelists shared encouragement for fellow professionals with neurodivergence. They left us with these reflections:
“I wish I had known earlier. Advocate for yourself–if you feel like something may be wrong, if you feel something doesn’t fit right or if you feel weird.”
“Find your champions. Question your own doubts. Look for the people that can advocate for you. And make sure they know you want that from them because they’ll be happy to help.”
“Give yourself grace. We’re all allowed to make mistakes. We all fall down and get up again.”
“Believe in yourself. Don’t try to prove yourself. You don’t have to prove anything to anybody but yourself. At the end of the day, that’s what is going to count.”
Different minds build better teams, especially when neurodiverse perspectives are valued and included.
Let’s celebrate diverse ways of thinking!
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