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Stop Hiring Neurodivergent People (If You Are Addicted to 'Normal')
Karolien Koolhof •
We celebrate the "superpowers" of autism, the boundless creativity of ADHD, and the unique perspective of dyslexia. HR managers pat themselves on the back regarding their inclusivity figures. But is that actually sincere? In most organizations, this so-called celebration of neurodiversity is nothing more than marketing. And worse: it is harmful.
The problem isn’t that we don’t recognize the talent. The problem is that companies want the fruit, but refuse to water the tree. They want the hyperfocus and the eye for detail of the autistic employee. But then they dump him in an open-plan office where the acoustics and visual stimuli drive him toward a burnout within two weeks.
They want the innovation and speed of the person with ADHD. But at the performance review, she is penalized because her timesheets aren't in order or she is "too present" in meetings. We celebrate 'thinking differently', but we punish 'acting differently'.
The Mold
Most business processes are designed for the average. Standardization. Efficiency. Everyone in the same mold. If you squeeze a neurodivergent person into that mold and then say: "You are allowed to be who you are, as long as you join the Friday afternoon drinks, love our open-plan office, and stick to our rigid procedures," then you are not being inclusive. That is not diversity policy. That is bullying wrapped in good intentions.
It is like buying a goldfish for its beautiful colors, placing it on the carpet, and then being disappointed that it doesn't bark like the dog. And even worse: you blame the fish for not trying hard enough to adapt to the dry ecosystem.
Neurodiversity is not an accessory you simply add to your team mix. It is a fundamental challenge to your status quo. If you truly want neurodivergent talent to excel, you must be willing to kick over sacred cows. Are you willing to let go of physical presence at the office? Are you willing to adapt communication styles that feel "unsociable" to you, but are necessary for them? And are you willing to accept that equality (treating everyone the same) is the enemy of justice (giving everyone what they need)?
Exploitation
As long as you want the superpowers but ignore the operating manual, you are committing predatory exploitation of people. Do you want the sticker on the door and the likes on LinkedIn? By all means, carry on with the posters and breakfast sessions. But do you want to unlock real value and prevent damaging people? Then you need to stop celebrating and start renovating.
As long as your internal processes are sacred and your people are required to be flexible, you are not an inclusive leader. You are the architect of their burnout. The question is not whether you have talent in-house. The question is whether you have the guts to build the environment in which that talent survives. Do you want to stop demolishing and start building? The blueprint is ready.
About the author
- Karolien Koolhof is a coach voor introverts and gifted individuals
- Author of the book Introvert Leadership
- Contact