by Tova Sherman
In my last article I wrote about practices team members can use to welcome clients living with cognitive disabilities. The response was so impressive I thought we should look at the flipside, creating belonging from the individual living with disability.
Navigating the workplace as a neurodiverse professional—whether you have ADHD, autism, dyslexia, or another cognitive profile—often feels like playing a game where everyone else has a different rulebook. However, your unique perspective isn’t just a “difference”; it is a competitive advantage. Seriously.
Here are four strategies folks with cognitive disability can use to help you thrive and own your career path:
1. Curate Your Environment
Neurodiverse brains often process sensory information and focus differently. If open-office plans are draining, don’t hesitate to advocate for what you need.
This might mean using noise-cancelling headphones, requesting a desk in a low-traffic area, or using “Focus Mode” on apps to minimize digital interruptions. These small adjustments to your physical and digital space can significantly preserve your cognitive energy.
2. Design Your Own “User Manual”
Communication styles vary wildly. Some of us prefer written instructions to process at our own pace, while others need a quick verbal sync to grasp the “big picture.”
Consider creating a simple “How to Work With Me” document for your manager and close teammates. Be transparent: “I work best when tasks are sent via email so I can track details,” or “I may need a moment to process complex questions before responding.” This replaces guesswork with clarity.
3. Lean Into Your “Spiky Profile”
The concept of the “spiky profile” suggests that while you may struggle with certain “standard” tasks (like administrative filing or small talk), you likely excel exponentially in others, such as hyper-focus, pattern recognition, or creative problem-solving.
Identify your “peaks” and look for opportunities to volunteer for projects that utilize them. When you deliver high value in your areas of strength, it builds the social capital needed to delegate or automate your “valleys.”
4. Build a Support System
Success shouldn’t be a solo mission. Seek out internal Neurodiversity ERGs (Employee Resource Groups) or external professional communities.
Finding “your people” provides a safe space to trade “life hacks,” vent about shared challenges, and realize that you aren’t “broken”—you’re just wired differently.
The Bottom Line: The modern workplace was largely designed for a neurotypical standard, but it is evolving. By understanding your needs and communicating them clearly, you aren’t asking for “favors”—you are optimizing your performance for the benefit of the entire organization.
Let’s keep the conversation going!
What is one “work hack” that has changed the game for your productivity or well-being? Or, if you’re a leader, how are you making your team more neuro-inclusive?
