Neurodiversity celebration week (March 17 to March 23, 2025) is a great opportunity to make a difference by creating more supportive, inclusive spaces, as neurodivergence is more common than many realize. 

In fact, it's estimated that about two million Canadians, roughly five percent of the population, are neurodivergent (2024). Most – if not all – have trouble communicating that they experience challenges in the workplace due to fear of job insecurity, judgment, or discrimination. 

Yet, understanding neurodiversity isn't enough; workplaces must actively support it. When people feel safe to be themselves, they succeed, as does the whole team. 

What is neurodiversity? 

The term "neurodiversity" was first used in 1998 by Judy Singer, a sociologist on the autism spectrum (2023). It's the idea that there's no one "right" way for a brain to work. Just like people have different personalities, they also have various ways of thinking and processing information.  

Neurodiversity includes individuals with autism, ADHD, dyslexia, dyspraxia, and other neurological differences. There's a stigma that these are flaws or disorders, but they're just different ways some people experience the world. It's the diverse perspectives people bring that make our world stronger. 

Why neurodiversity matters at work 

Neurodivergent individuals often have incredible strengths that can benefit workplaces in big ways. Many have excellent memory, deep focus, or out-of-the-box thinking that can be game-changing.  

For example, someone with autism might do well in jobs that need attention to detail and spotting patterns. A person with ADHD might bring energy, creativity, and the ability to think on their feet in stressful situations. Those with dyslexia may find reading tough but are great at thinking visually and telling stories. With the right support, neurodivergent employees can shine.  

How workplaces can be more inclusive 

Creating a neurodiverse-friendly workplace doesn't have to be complicated. Simple adjustments can make a real impact, like offering: 

• Flexible work environments or sensory-friendly rooms to allow employees to work in different settings or provide quiet spaces.  

• Awareness training encourages open conversations about neurodiversity while also helping break down misconceptions. 

• Task rotation allows workers to rotate through varying tasks or roles, allowing them to find what aligns best with their skills and interests while avoiding burnout.  

When we embrace neurodiversity, we become stronger. Organizations get access to incredible talent, and neurodivergent employees feel valued for who they are. It's time to move beyond outdated ideas of what a "typical" worker looks like and recognize the power of thinking differently. 

Watch our previous neurodiversity webinar or register for the upcoming April session to deepen your understanding of the power of neurodiversity.