Ever worked with someone who can spot patterns no one else sees, but forgets to eat lunch? Or a colleague who dreads small talk but solves complex problems in brilliant ways?
That’s one way neurodiversity in the workplace can show up. And it’s not just a trend, but something we experience everywhere. Whether we talk about it or not. The problem? Most work environments are still built for one kind of brain. A mythical “standard” that doesn’t exist.
“There is no such thing as a standard brain. Brains are just like flowers in a field. You wouldn’t call a rose a tulip with a disorder. They’re just different.” — Saskia Schepers
In OpenUp’s recent masterclass, HR leader and bestselling author Saskia Schepers helps us reframe neurodiversity at work as a strength, not a challenge. When we design with brain variety in mind, we don’t just include more people. We unlock more potential.
This article breaks down Saskia’s most powerful ideas, real-world examples, and practical tools to help you create a workplace where every mind can thrive.
Key Takeaways
If you missed our masterclass with neurodiversity expert Saskia Schepers, or just want a quick refresher, here are our favourite insights to carry forward:
| 💡 Insight | 💬 Quote |
|---|---|
| Neurodiversity = natural brain variation | “There is no standard brain.” |
| Everyone’s brain works differently | “Brains are just like flowers in a field. A rose is not a tulip with a disorder.” |
| Build from strengths, not deficits | “If you judge a fish by its ability to climb a tree, it will live its whole life believing it’s stupid.” |
| Systems must adapt, not people | “We changed the context and now blame the cactus for not thriving in the forest.” |
| Support looks different for everyone | “Don’t say ‘you’re all welcome.’ Say ‘I thought about you.’” |
| Masking has a cost | “They do what it takes to fit in during the day, but pay the price at home.” |
| Inclusion starts with curiosity | “What do you need to be your best self?” |
| Diverse hiring requires intentional design | “We surround ourselves with people who are like us… That’s not inclusion, that’s replication.” |
🎥 Want to dive deeper?
The full recording of Saskia Schepers’ Neurodiversity in the Workplace masterclass is available inside MyOpenUp.
👉 Already a member? Log in here or create an account to watch the complete session.
In this article, we’ve highlighted Saskia’s most powerful insights and practical tools and you can explore the full conversation in MyOpenUp.
We’ve summarised the key insights from the masterclass session throughout this article. So if you’re short on time or prefer to scan, just keep on reading.
What Is Neurodiversity in the Workplace?
Neurodiversity refers to natural variation in how brains work. This includes how we think, learn, focus, and interact. Sarah mentions examples such as ADHD, autism, dyslexia, Tourette’s, synesthesia, giftedness, and more.
About 1 in 5 people is neurodivergent. That’s a significant part of your team. Recognising and supporting neurodiversity in the workplace means helping all minds thrive.
Why Is Neurodiversity in the Workplace Important?
1. It reflects reality.
Roughly 1 in 5 people is neurodivergent. That includes ADHD, autism, dyslexia, high sensitivity, and more. Ignoring neurodiversity means ignoring part of your workforce.
2. It drives innovation.
Neurodivergent minds bring fresh perspectives, pattern recognition, out-of-the-box thinking, and deep focus. In the right environment, these are business-critical strengths.
3. It reduces burnout and attrition.
When neurodivergent employees are unsupported, they mask, overextend, and burn out. Inclusive design prevents this, and helps retain top talent.
4. It makes work better for everyone.
Flexible, clear, choice-rich environments benefit all employees. Neuroinclusive practices create psychological safety across the board.
Why Workplaces Often Fail Neurodivergent Talent
Saskia identifies three key barriers:
- Medicalised labels: When someone’s brain doesn’t match the system, we assume it’s the person who needs fixing.
- Microaggressions: “Try harder,” “You’re too sensitive,” or “Why can’t you be more like your sister?” These are things many neurodivergent people hear growing up, and carry into the workplace.
- Organisational mismatch: From job interviews to performance reviews, most systems are designed for neurotypical preferences.
“Recruitment often favours people we feel ‘a connection’ with. But that’s usually just code for: ‘you’re like me.’ That’s not inclusion, that’s replication.”
Experiences from neurodivergent professionals:
- “The office is a sensory hell! Fluorescent lights, noisy conversations, apples being eaten… It’s draining.”
- “Surprise events stress me out for days. I need time to prepare.”
- “Meetings are overwhelming. I’m present, but only 20% of it applies to me.”
These might sound like small things, but they add up and increase the risk of autistic burnout. “One in ten colleagues shows signs of burnout caused by unmet neurodivergent needs,” Saskia warns.
What can HR and managers do to better support neurodivergent employees?
How to Support Neurodiversity in the Workplace
There are essential shifts to make workplaces more brain-friendly. Not just for neurodivergent employees, but for everyone.
1. Shift from Stigma to Strengths
Neurodivergence isn’t a deficit. It’s a difference, often paired with unique cognitive strengths. As Saskia explains, many neurodivergent people have what she calls spiky profiles. They mean exceptional abilities in some areas, and real challenges in others.
“If you judge a fish by its ability to climb a tree, it will live its whole life believing it’s stupid.”
For example, someone with ADHD might struggle with routine tasks but thrive in creative sprints. A dyslexic colleague may find reading difficult but excel in visual thinking and storytelling. Supporting neurodiversity at work starts by recognising and responding to these different profiles.
2. Shift from Labels to Brain Profiles
Explore how people actually work best, rather than relying on diagnostic labels. Focus on energy patterns, communication styles, sensory needs, and support structures.
📘 Use the free “Brain Manual” tool from Saskia to:
- Foster better team understanding
- Open up safe conversations
- Personalise support and workflows
Handout: The Brain Manual
3. Shift from Assumptions to Context
Small changes in how we communicate and collaborate can dramatically reduce stress for neurodivergent team members.
- Send meeting agendas ahead of time
- Avoid vague calendar invites like “We need to talk”
- Offer alternatives to video (e.g. walking phone calls)
- Design social activities with real choice
“Never assume fun looks the same for everyone. If your company throws karaoke Christmas parties, offer a chess room too.”
4. Shift from Adjustment to Additions
Inclusion means offering different ways to thrive. Saskia prefers the term reasonable additions over reasonable adjustments. Because the goal is to open up success for all.
Examples:
- Flexible working hours and locations
- Quiet zones at events
- Visual contracts (infographic-style agreements)
- Colour-coded lanyards to indicate interaction preferences
📘 Use the free “HR Checklist” from Saskia to:
- Audit your current practices
- Train managers
- Build a more brain-friendly workplace
Handout: HR Checklist
What Managers and Leaders Need to Know
When Performance Fluctuates
An audience member asked:
“If someone with ADHD isn’t meeting expectations, should we lower the bar?”
Saskia’s answer: “Always look at their peak moments. When do they shine? What context helps them thrive? Don’t lower expectations, remove hurdles.”
Try asking:
- What support helps you do your best work?
- Which projects energise you?
- When do you feel most in flow?
Leading While Neurodivergent
Saskia also shared her own experience as a neurodivergent leader:
“I tell my team: I’m not the one who’ll provide structure. If you need that, let’s pair you with someone who can. You don’t need to label yourself. Just say: here’s how I work best. That’s what inclusion looks like.”
Being open about how you work builds trust and sets the tone for psychological safety.
One Question That Changes Everything
“What is it like to be you? And what do you need to be your best self?”
This one question unlocks connection, understanding, and better team design. Just like adding a chess room next to the dance floor, true inclusion means thinking of everyone from the start.
