Build the Ramp, Open the Door: Leading with Neurodiversity in Mind

“Inclusion begins not with perfection, but with permission — to ask, to listen, and to lead differently.” – Purvi Midwinter

When I attended a Diversity Blueprint: Neurodiversity in Practice event on Friday, the atmosphere was electric. People spoke without inhibition or judgement. They shared their lived experiences with energy, honesty, and vulnerability. It felt validating. Exhilarating. Energising. Hard truths were being spoken — but not with confrontation. Instead, the conversations were collaborative, supportive, and deeply engaging.

There was a moment of unexpected relief: “My people exist.” Total strangers I’d never met were saying the things I’ve felt for years. People who care about the hard stuff. People who want change — real change. People who are open to creating inclusive environments without judgement and expanding their minds beyond surface-level awareness.

Who else feels like the conversation around neurodiversity has suddenly raced into our collective consciousness — yet so much of it still feels confusing, unclear, even overwhelming? I certainly do. 

But alongside the uncertainty, there’s also excitement. There’s momentum. There’s a call to action — and above all, there’s hope.

The conversations stirred something else in me — not as a leader, not as an expert — but as someone on the ground. Listening. Observing. Watching what happens when people feel they can’t be themselves at work.

And one misconception has kept resurfacing in conversations outside the room — one I feel compelled to call out gently but firmly:

“We’re all a bit neurodivergent.” 

“We’re all on the spectrum, really.”

When people say “we’re all a little bit like you,” it can unintentionally minimise what it actually means to be neurodivergent.

But what I have learnt from last week session, if we really want to support inclusion, let’s not dilute it — let’s listen, stay curious, and recognise the reality, not reduce it. 

We’re asking questions we don’t yet have the answers to. Is this a trend? Is society becoming over-labelled? Is it now fashionable to have a diagnosis?

But what if — beneath all the uncertainty — there’s opportunity? A chance to bring something deeply meaningful, bold, and refreshing into the professional world. To unlock a kind of genius we haven’t even imagined yet. 

I’ll admit — I’ve had both types of thoughts. I grew up in a conservative environment where deep emotions or internal worlds were rarely explored. It’s only now, through observing others and listening to the emerging voices of the younger generation, that I’ve begun to understand:

Identity, difference, and neurodivergence aren’t just new conversations — they’re essential ones. And they have the power to be transformational — not just in the workplace, but in the very evolution of how we exist as a species.

🌊 The Part of the Iceberg We Don’t See 

In industries like ours, the Water Industry — technical, high-performing, and often male-dominated — we do talk about diversity, equity, and inclusion. We know we’re not there yet. And now, we’re being asked to understand neurodiversity too — a whole new layer of complexity. 

How do organisations implement meaningful change when they’re already behind on gender equity? When they’re still struggling to attract female applicants? When they don’t know where to begin? 

Meanwhile, younger generations are more open, more aware. The research is there. The stories are being shared. 

But in the meantime... Many adults are only diagnosed later in life. Others never are. Some are too afraid to tick the box on job applications. Racing thoughts: Should I? Shouldn’t I? Will I be judged? They eventually choose not to — not because it isn’t true, but because the fear of judgment is stronger than the promise of support. So, they move on.

Instead, they mask — hiding their struggles, working twice as hard to appear “normal,” trying not to be labelled “difficult.”

The cycle repeats.

What we see on the surface — perfectionism, detachment, overachievement, silence, and in more serious cases, burnout — is often just the tip of the iceberg. 

Just writing that makes me feel exhausted and I feel their suffering. Because for so many, this isn’t theoretical. It’s daily. It’s quiet. And it’s completely overlooked — by others, and sadly, by themselves.

💥 Suppression Has a Cost 

It’s not that we’re asking people to hide who they are. In fact, we encourage people to bring their whole selves to work. The message is clear — and regularly delivered through HR statements, hiring processes, and CSR initiatives. But despite the intention, our systems — often outdated, rigid, and built for uniformity — leave people with no real alternative. Bureaucratic hiring and onboarding processes. Authoritarian leadership. Open-plan offices designed in the 1960s, squeezing as many people as possible into one space. Endless training programs delivered as a tick-box exercise — but with little follow-through or accountability. It all feels too difficult to understand or address… So it’s quietly forgotten.

And all the while, cultures continue to reward conformity, not difference.

But it’s not just the systems — it’s our perceptions too. We hold onto rigid, all-or-nothing beliefs. We dismiss lived experience with sweeping statements like “We all go through this,” or “Others have it worse.” And when it feels too hard to address, we choose silence. “It’s complicated.” “It’s uncomfortable.” “It’s not my place.”

So we look away. And the same unproductive habits continue — quietly, but consistently.

These comments and behaviours might seem harmless — even rational — but they’re not. They diminish others’ pain. They create resentment. And they stifle growth, authenticity, and the kind of creative brilliance that only thrives when people feel safe enough to be fully themselves.

These are also the quiet forces that push people to mask — to adapt, to shrink, to carry the emotional weight of fitting in. And in doing so, we overlook brilliance. We waste potential we never took the time to see. 

But that’s changing. 

With more shared knowledge, more awareness, and a new generation entering the workforce, there’s a growing sense of agency: “I perform my best when I can say, ‘How will this work for me?’” 

And when we listen to that... 

- We stop losing talent to burnout 

- We prevent conflict born from misunderstanding 

- We build cultures rooted in trust, not control 

- We shift from reactivity to resilience 

- And we create space where creativity and innovation can flourish — not in spite of difference, but because of it.

 Not through policies. But through genuine human connection — real, grounded, and meaningful. The kind that transforms how we lead, how we work, and how we belong.

⬇️ Change Must Come From the Ground Up 

Inclusion is often expected to be driven from the top. But what if real transformation starts with those of us who are listening? 

I’m not in a senior role. But I do see what happens when neurodiverse individuals are misunderstood, unsupported, or viewed as “too hard, “too intense”, “too misunderstood” “too emotional”…the “too” list goes on… 

And I also see what’s possible when we shift our lens — and we open our minds to learn from the experts — even just a little: 

- Be curious, not judgmental 

- Listen with intent, not ego 

- Be open, not defensive 

When we do this, we learn. We connect. We rebuild trust. We strengthen teams. And we spark change that lasts in ourselves and others.

It’s like a warm, quiet feeling inside — a little voice that says, “We did it. We did it together.” 

Or for some it’s that calm, surreal hum that settles the room — the unnecessary noise fades, and suddenly, you can focus on what truly matters to get the job done.

🔁 Inclusion Isn’t a Single Moment — It’s a Rhythm 

Pause. Evaluate. Communicate. Reevaluate. Communicate. Implement. Repeat. 

It’s messy. Imperfect. Sometimes uncomfortable. 

But it’s also real. It exhibits care — for self and for others. And it allows deep, meaningful connection to evolve — the kind that transforms teams from within.

💡 The Data Backs It

These are my reflections — drawn from observation, conversation, and lived experience. But they’re not just personal. There’s a growing body of evidence and shared wisdom that tells us: embracing neurodiversity works.

A quick search will show you the case studies, the stats, the testimonials. From productivity gains to innovation breakthroughs — the data is there, and it's compelling.

- 70% of autistic adults report masking — often leading to burnout 

- Programs like JPMorgan Chase’s Autism at Work show up to 92% gains in productivity 

- SAP and EY report innovation breakthroughs and efficiency boosts through neurodiverse hiring This is about people. But it’s also about performance. And purpose. 

💙 My Why 

I share this because I’ve seen people shrink to survive. Because I’ve worked in spaces where identity was a quiet burden. Because I know we can do better. And if you’re still reading this — you know it exists. And somewhere in you, there’s a willingness to listen.

Inclusion isn’t about being perfect. It’s about being willing — to reflect, to ask, to grow.

🌱 So Where Do We Begin? 

With a question. With a pause. With curiosity. 

Because when we start seeing difference not as difficulty, but as depth — we create space not only for others to thrive, but for ourselves too. We acknowledge uniqueness. We honour the courage it takes to speak up — to be seen, to be heard, to be felt. 

And I say this as someone speaking from the ground — not from a podium, but from lived experience and daily observation. 

When someone asks their leader 

for a less noisy environment… 

When they ask for alternative communication methods… 

A standing desk to support focus and movement… 

A sensory room, visual aids, flexible workspace…or noise cancelling headphones… 

Understand this: the list may be extensive, but the request is always unique — and sometimes unexpected — because every person is. But their need is not unreasonable. It’s human. 

Are we still living in a time where we accept rigid limitations on what we can and can’t do? I don’t think so.

Modifications can be made. We can acknowledge their uniqueness. We can honour the courage it takes to speak up — to be seen, to be heard, to be felt.

Because once acceptance is realised, it’s transformational.

🔚 Final Call to Action

Be the leader who takes that step. 

Be the leader who advocates, even when it feels like it goes against the norm. 

Be the leader who supports those too fearful to speak for themselves.

Be the leader that offers an alternative path — as if they were in a wheelchair and the staircase was the only way in. Build the ramp. Open the door.

To the researchers and experts — keep educating, keep sharing the data, keep challenging and revising the systems that no longer serve us. Be the voice for those who are still afraid to find their own.

And to you — this message is for you. Be bold. Be brave. Take the step to better understand yourself and others.

You might resonate. You might have lived it — or watched someone close to you live it, silently. You might suspect you're neurodivergent or someone close to you, but not know where to begin.

When you do speak, be patient. Not everyone will understand at first. Nor will you. Approach with softness. With vulnerability. Not to convince — but to share.

Because what you’re offering is a gift: A chance for others to grow — to become more open, less judgmental, more connected.

You’re not alone in living through this change — or in helping someone else through it. There are communities, networks, and people — your people — who understand. And they’re everywhere. Not just over coffee, but in messages, forums, and posts like this one.

The work we all do now won’t just change one life. It will benefit generations to come — and bring the positive outcomes our entire ecosystem needs: Leaders, research institutions, recruitment agencies, and each of us, working together.

Whether you're driving policy, shaping culture, hiring talent, or simply trying to understand yourself or others more deeply — this matters.

The change is coming. The movement is growing.

And it will be worth it — just wait and watch what happens.

📚 Further Reading

• What is Neurodiversity? (2021). Harvard Health Publishing. https://www.health.harvard.edu/blog/what-is-neurodiversity-202111232645

• Lai, M.-C., & Baron-Cohen, S. (2021). Identifying the barriers to inclusion in neurodiverse populations. The Lancet Psychiatry, 8(6), 484–486. https://www.thelancet.com/journals/lanpsy/article/PIIS2215-0366(21)00167-X/fulltext