Nearly 1 in 5 people in the U.S., and close to 30% of adults under 30, identify as neurodivergent. That’s a massive portion of the workforce. And yet, most companies still treat neurodivergence as something to “work around” rather than something to work with — a missed opportunity to practice true neuroinclusion.
A new report from Coqual, The Neuroinclusion Imperative: Unlocking Untapped Potential, describes this as a lost opportunity. Neurodivergent professionals bring unique skills and perspectives, but workplaces often misunderstand or underutilize them. The report, led by neurodivergent researchers, is both a wake-up call and a guide, urging organizations to evolve their systems so that more people can thrive.
The focus must shift from individual exceptions to smarter systems that support everyone. When this happens, companies see real gains in innovation, performance, and retention.
Neuroinclusion Means Building Access Into Systems, Not Adding It Later
Too often, inclusion efforts focus on adjusting individuals to fit rigid norms. Coqual argues for the opposite: adapt the systems. “Neuroinclusion cannot be reduced to accommodations. It requires a broader transformation in which workplaces adapt and expand to encompass the full range of human talent,” said Coqual CEO Jennie Glazer in an email interview. “Rather than retrofitting individuals into rigid systems, organizations must evolve those systems to unlock talent at the margins, where it too often goes unseen and underutilized.”
That shift matters. In Coqual’s focus groups, 83% of neurodivergent professionals said their work style is misunderstood, and 82% said parts of workplace culture make little sense. Nearly 90% said they have unique strengths they rarely see in others. Those aren’t small numbers; they’re proof that outdated norms are wasting talent.
Dr. Kristin Austin, VP of Culture + Community Health at Rewriting the Code, says in an email interview that she sees this change happening. “Organizations are beginning to realize neurodiversity isn’t a problem to be fixed, it’s an intelligence to be leveraged. The shift is moving from ‘What do you need to survive here?’ to ‘What helps you thrive here?’ It’s less about accommodation checklists and more about creating environments that actually recognize how different brains drive creativity, accuracy, and innovation.”
Neuroinclusion Thrives on Kindness Over Niceness
One of Coqual’s most striking insights is what Glazer calls “kindness that outperforms niceness.” Too often, managers shy away from tough feedback because they want to be polite. But niceness can hide problems: kindness, directness, honesty, and constructiveness help.
For neurodivergent professionals, clarity is essential. Hidden expectations or subtle cues can leave them guessing, frustrated, and underperforming. Clear feedback, on the other hand, builds trust and confidence. And that’s good for everyone.
Why Neuroinclusion Is the Key to Innovation and Fresh Thinking
The case for neuroinclusion goes beyond fairness; it’s strategic. As AI reshapes how we work, the demand for creative thinkers, systems thinkers, and unconventional problem-solvers is exploding. Neurodivergent professionals often excel at exactly those skills. The barrier isn’t talent. It’s a workplace model that rewards conformity.
“When organizations stop treating neuroinclusion like charity and start treating it like strategy, everything changes,” said Dr. Austin. “Innovation depends on friction and pattern disruption. Neurodivergent thinkers bring exactly that, which means inclusion isn’t a side initiative; it’s the competitive edge.”
How Neuroinclusion Drives Retention, Growth, and Advancement
Building inclusive systems means thinking beyond hiring; it’s equally critical to create environments where people stay, grow, and advance. And the foundation of that is accountability and autonomy.
“Accountability and autonomy make the biggest difference in retention and advancement for neurodivergent employees,” said Dr. Austin. “You can’t just train managers once and call it inclusive. Retention improves when policies are flexible, feedback structures are neurodivergent-friendly, and advancement isn’t tied to how well someone mimics neurotypical behavior. The systems that keep people are the ones that allow them to show up as they are and still see them not just as contributors, but as promotable.”
Dr. Theresa Haskins, Neurodiversity Strategist and CEO of the Institute of Neurodiversity U.S., agrees in an email interview. “The biggest changes leaders can make are job redesign and uplifting manager capabilities to apply adaptive leadership. When roles are structured around strengths rather than deficits, and when managers are trained to lead neuroadaptively, retention increases and engagement rises dramatically.”
Practical Neuroinclusion Strategies That Make Work Better for All
The good news: many of the most effective changes are simple.
- Make the contribution visible. Publish how success is measured. Replace “face time” with outcomes.
- Use work style manuals. Have every team member write a short guide on how they work best, including their communication preferences, feedback style, and focus needs.
- Offer choice in communication. Written updates, asynchronous check-ins, and recorded meetings offer flexibility that reduces stress and improves clarity.
- Design for focus. Quiet zones, noise-canceling headphones, camera-optional norms, and predictable meeting times benefit everyone.
- Rethink meetings. Shorter, clearer, with space for reflection. Rotate facilitation styles so one communication mode doesn’t dominate.
Alexa Starks, founder of Executive Moms, sees how these small shifts ripple. “The biggest retention gains happen when flexibility is built into how work gets done, not just where or when,” she shared in an email interview. “Giving employees agency, accountability, and ownership in communication formats and measuring outcomes rather than presence builds trust and eliminates bias.”
Neuroinclusion Requires Retiring Persistent Workplace Myths
Every cultural shift requires letting go of myths, and neuroinclusion has plenty of them.
Dr. Austin calls one out directly. “I’d like to see the myth that we are difficult to manage be retired. The truth is, unclear leadership is difficult to follow. Most neurodivergent professionals don’t need more supervision; they need less neurotypical supremacy. The myth says we’re complicated, but the reality is we just refuse to perform under confusing circumstances.”
Haskins adds another. “Different isn’t less, nor does it mean a reduction in standards. In many cases, neurodivergent people perform the same or better than their neurotypical peers. Leaders need to know they are not doing a favor hiring them; neurodivergent workers are value-added talent you need.”
Where AI Advances Neuroinclusion and Where It Risks Holding It Back
AI can be a tool for inclusion or exclusion. Transcripts, auto-summaries, and writing tools can make communication more accessible. But AI can also encode bias, quietly disadvantaging neurodivergent candidates or employees if used carelessly.
As Glazer puts it, AI will either expand access or erode it. The difference lies in design. Diverse testing, human oversight, and intentional use are critical.
The Human Case for Neuroinclusion Goes Beyond the Business Case
The business case for neuroinclusion is strong, but the heart of the argument lies in its human impact. People want to do meaningful work. They want to belong. They want to succeed without constantly masking or decoding hidden rules.
If companies expand their reach, more people will finish the race. And in a labor market hungry for fresh thinking, that’s the kind of workplace that wins.
Five Steps Leaders Can Take to Strengthen Neuroinclusion Now
- Treat clarity as kindness.
- Reward outcomes, not theatrics.
- Build flexibility into the system from day one.
- Train managers to lead across different thinking styles.
- Make inclusion a metric, not a memo.
In the end, the takeaway is simple: when leadership makes space for every kind of thinker, neuroinclusion flourishes — and so do innovation and a stronger, more human workplace.