Employers are now actively seeking people with ADHD, autism, dyslexia, or other neurodevelopmental differences, not only because they want to be “inclusive,” but because they have begun to realize that thinking differently is a competitive advantage .

Why it matters

Neurodiversity is not a “disorder.” It is a different way of processing information , a different way of approaching problems. Analytical thinking, an obsession with detail, the creative connection of seemingly unrelated things, are just some of the characteristics that many neurodiverse people bring to the table.

But mentioning it in an ad is not enough on its own . Inclusion is not a checkbox. It is a culture. It is not making an interview like an interrogation. It is respecting the different pace, the need for quiet, Neurodiversity is entering the ads — but the workplace is also changing; alternative forms of expression.

What does true inclusion mean?

A neurodiverse employee does not need special treatment. He or she needs reasonable accommodations : clarified instructions, clear deadlines, choice in communication format, an accessible environment. And above all, not having to hide to stay in the workplace.