Understanding neurodiversity: What it means to be neurodivergent

Chances are, you know someone who is neurodivergent, even if you don’t realize it. 

According to the University of Edinburgh, in the UK, roughly one in seven people (more than 15%) are neurodivergent. Globally, research estimates that about 10–20% of the population has some form of neurodivergence. 

But what does it actually mean to be neurodivergent? Does ‘neurodivergent’ mean the brain functions differently from the average or “neurotypical” brain? 

How much can these differences affect how you learn, process information, socialize, or perceive the world? Understanding neurodivergence and the concept of neurodiversity can foster a more inclusive and supportive society for everyone. Let’s dive in.

Defining neurodiversity and neurodivergence

Neurodiversity is the idea that there’s a natural diversity in how human brains are wired and operate. 

Just as we all have unique fingerprints, each person’s brain develops in a unique way. 

There is no single “normal” way for a brain to function. 

What we call “normal” is simply the most common way, but many brains work in less typical ways. Neurodiversity as a concept frames conditions like autism or ADHD (as per testing) as part of the broad spectrum of human variation. 

It’s not an illness to be cured, but a difference to be understood and respected.

Understanding the roots of Neurodivergence as a term

The term neurodiversity was coined in 1998 by Australian sociologist Judy Singer to promote a new perspective on neurological differences. Today, she's called 'The Mother of Neurodiversity' and the main senator.

Instead of treating people with autism, dyslexia, and other conditions purely as having disorders, Singer’s neurodiversity paradigm sees these conditions as part of human diversity. She deliberately combined “neuro” (referring to the brain) and “diversity” (a term used in civil rights movements) to signal that neurological differences deserve the same acceptance as any other human variation.

In other words, neurodiversity is a broader idea that encompasses everyone – the full range of how minds can work. It also underpins a social movement advocating for the rights and inclusion of neurodivergent people.

Who is considered neurodivergent?

Neurodivergent individuals are those whose brain function and development diverge from the assumed “typical” norms. For example, a neurodivergent person might think, learn, or behave in ways that are noticeably different from the majority.

By contrast, someone whose brain functions in ways that are more common/most frequently seen in the general population is often described as neurotypical. These terms aren’t medical diagnoses. You won’t find “neurodivergent” listed in a diagnostic manual. 

Rather, they’re descriptive labels arising from the neurodiversity movement. They are used to replace judgmental words like “abnormal.” 

In essence, to be neurodivergent means to have a brain that processes information, learns, and/or perceives the world in a way that differs from the statistical norm. These differences give neurodivergent people distinct strengths as well as particular challenges in daily life.

Common types of neurodivergent conditions

Neurodivergence covers many different ways the human brain works. It often refers to neurodevelopmental conditions like autism, ADHD, or dyslexia. It can also include other learning differences and health conditions that affect brain function, behavior, or sensory processing.

Pink Floyd’s iconic prism. You know, the splitting a beam of white light into a vivid spectrum. It was meant to represent clarity, complexity, and the hidden layers within ordinary things. 

It’s not a bad metaphor for understanding neurodiversity, either.

What may look like a single mind “not fitting the norm” often turns out to be a prism of perception. It breaks reality into patterns, textures, and possibilities that others might never notice. 

Below are some of the most recognized types of neurodivergence:

• Autism spectrum disorder (ASD)
  A developmental condition that shapes how someone communicates, socializes, and experiences the world. Autistic people may have intense interests, prefer routines, and notice details others miss. Many also experience sensory sensitivities like bright lights or loud sounds. Autism is a spectrum simply because no two people with autism are alike.

• Attention deficit hyperactivity disorder (ADHD)
  Often seen in adults with ADHD and children, this condition affects attention, focus, self-accountability, and self-regulation. People with ADHD may be forgetful or restless, but they’re also creative thinkers who thrive when doing what they love. Some call it a different way of thinking, not a deficit.

• Dyslexia
  This affects how people process written language. Dyslexic thinkers might struggle with spelling or reading but often excel at big-picture thinking, pattern recognition, and visual learning. Many neurodiversity advocates argue schools should recognize these unique strengths more fully.

• Dyscalculia
  This is a math-related learning difference. People with dyscalculia may find numbers, time, or budgeting confusing, but show strengths in areas like storytelling, creativity, or emotional intelligence.

• Dyspraxia (also known as coordination disorder)
  Dyspraxia affects movement and coordination. People with it may struggle with handwriting, balance, or daily routines. With the right accommodations, many become excellent problem-solvers and creative thinkers.

• Tourette syndrome
  Tourette’s causes involuntary movements or sounds known as tics. It doesn’t affect intelligence, but it can impact confidence, especially in social settings. Like other neurodivergent conditions, it often overlaps with ADHD or OCD.

• Intellectual disabilities
  Conditions like Down syndrome affect brain development more broadly. People with intellectual disabilities may need support in daily life but bring just as much personality, emotion, and drive as anyone else. An inclusive society makes space for these contributions.

Other conditions sometimes considered neurodivergent include sensory processing disorder, mood disorders, and even obsessive-compulsive disorder. We talk more about all of these neurodivergent examples in this piece. If you’re looking for a detailed dive, go check that!  

The neurodiversity movement reminds us that each of these differences comes with both strengths and challenges. People who are neurodivergent may struggle in rigid systems, but with understanding and the right support, they often shine. 

These thinking patterns aren’t broken. They’re part of human diversity.

What it’s like to live with a neurodivergent brain

There’s no single way to describe people who live with a neurodivergent brain. It’s not a checklist. It’s not a textbook chapter. It’s the quiet, daily reality of people whose brain works differently from what’s typical (sometimes subtly, sometimes dramatically.) 

While neurodiversity is a term that’s gaining traction, the experience itself is deeply personal.

Let’s explore how this plays out in real life.

The unwritten rules are the hardest ones to follow

People who are neurodivergent often speak about social situations the way some people speak about math. They say it’s confusing, unpredictable, and full of invisible formulas.

For neurodivergent students, and sometimes even for those with attention-deficit hyperactivity disorder in the workplace, conversations can feel like puzzles missing half the pieces. What’s a joke? What’s sarcasm? What’s too much information?

In the context of autism, small talk might feel exhausting and fake. And yet these same individuals can have deep, genuine conversations about the things they love when given the space to speak in their own way.

Understanding that social norms aren’t universal is a first step toward understanding neurodiversity. It’s not that someone is being difficult. It’s that the social “code” was never written with their brain in mind.

A world that turns up the volume, when you need quiet

Some individuals with autism describe the school cafeteria as a war zone. Others say the office open floor plan makes it impossible to think. 

Sensory input like noise, smells, movement can overwhelm the system, especially for people with neurodevelopmental differences.

Again, not everyone experiences this in the same way. People who are neurodivergent may crave stimulation or completely shut down in response to it. That’s why cookie-cutter solutions often fall short. What helps one person might make things worse for another.

Understanding conditions like autism through a sensory and behavioral lens together is a growing area in child psychology and psychiatry. It’s helping build a more empathetic framework for future generations.

When the performance becomes too heavy

Many neurodivergent employees say that work isn’t hard because of the tasks. They say it’s hard because of the pretending. 

Keeping up eye contact. Hiding stims. Smiling at the right time. Knowing when to speak up and when to stay quiet. This act is called masking, and it’s especially common in neurotypical and neurodivergent mixed environments.

In our piece on ADHD in women, we share Alisa’s story that really confirms this phenomenon. When she finally got diagnosed, it felt like lifting a fog. She finally realized it’s OK to lift the heavy burden of wearing a mask.

The result of masking? Burnout, fatigue, and in some cases, anxiety and depression. 

This is why neurodiversity in the workplace can’t stop at “we’re inclusive.” It has to include real adjustments. These can be different forms of communication, flexible workspaces, and space to be human. 

When we support neurodivergent team members, we don’t just help them thrive. We also build healthier teams overall.

Finding out late, but finding relief

Many adults only identify as neurodivergent after years of confusion. 

Maybe they read an article about neurodivergence as a term. Maybe they watch a video and see themselves. Maybe their child gets diagnosed, and suddenly, all the pieces fall into place.

The diagnosis isn’t a life sentence. For many, it’s a homecoming. 

A way to make peace with strengths and weaknesses they’ve spent a lifetime trying to “fix.” Some say it’s the first time they felt like their experience had a name. That they weren’t broken. Just different.

This journey is often shaped by self-advocacy and the neurodiversity movement, which continues to push for a more informed, accepting world. The world where discovering you’re neurodivergent feels like liberation.

One size never fits all

Every experience with neurodevelopmental disorders is different. 

Some children with autism don’t speak. Others never stop talking. Some adults with borderline personality disorder also identify as neurodivergent, while others don’t.

This is why neurodiversity means more than a list of traits. It means understanding and embracing the complexity of real people. It means remembering that conditions include a spectrum of expression. 

It means building systems in school, in work, in healthcare, that adapt to people, rather than expecting people to adapt to them.

If neurodiversity refers to all the ways our minds can work, then helping neurodivergent individuals succeed is the smart, human thing to do.

What helps with all types of neurodivergence (small shifts)

Many neurodivergent people don’t need radical change. They need less friction. They need environments built on flexibility and people who ask before they first assume or label.

Below are some of the most effective ways to support neurodivergent individuals:

#1 Inclusive education and workplaces

Inclusive design means building systems that expect variation, not just tolerate it.

In schools, that might look like giving students multiple ways to show what they’ve learned. It can include writing, recording, presenting, drawing, and even mimicking. It might mean flexible seating, quiet corners, or letting students pace while thinking.

At work, it’s rethinking how meetings are run, how communication happens, and how productivity is measured. Maybe it’s allowing written feedback instead of verbal. Maybe it’s adjusting expectations around eye contact, tone, or expression.

Often, it’s just being willing to ask: What works best for you?

#2 Challenging stigma and celebrating differences

Stigma often survives in silence. One offhand joke. One raised eyebrow. One dismissal of someone’s discomfort as overreacting.

The antidote? Normalizing difference. Being open about your own quirks and limits. Talking about neurodivergence like it’s part of life (which it is). 

It’s weaving difference into the culture, not just making room for it when asked.

Celebration means valuing who someone is, not just what they produce. And it starts with listening. Neurodivergent people often have stories, strategies, and self-awareness that go unseen until someone makes space for them to be heard.

#3 Upholding the rights and dignity of neurodivergent individuals

Supporting someone isn’t about being nice. It’s about being fair. That means making sure people get what they need to participate fully.

Dignity is about honoring the whole person even when their way of being doesn’t match what’s expected. 

It’s assuming competence. It’s trusting that someone knows what works for them, even if you don’t understand it.

Sometimes, it’s as simple as offering options. Do you want lights dimmed? Would it help to write instead of talk? Is this environment too loud? These questions beat burnout and protect autonomy.

And when you protect someone’s dignity, you’re also protecting their energy, their creativity, and their chance to thrive.

Neurodiversity in the workplace: 6 unfair advantages of thinking differently

Roughly 15-20% of the population is neurodivergent. That’s one in five people. Yes, that much! 

Forward-thinking businesses can create workspaces to “use” these talented individuals as an edge.

The world’s best problem-solvers rarely think like the rest. Here’s what neurodivergent individuals bring to the table.

#1 Precision and focus that’s hard to match

Many neurodivergent minds thrive when diving deep. They notice what others miss — tiny inconsistencies, errors, or patterns hidden in the noise. 

This makes them a perfect match for tasks that demand concentration, analysis, and thoroughness. 

They often outperform in areas like quality control, data handling, or technical testing.

#2 Ideas that don’t come from the usual playbook

Some neurodivergent people make unexpected connections, challenge norms, and reframe problems entirely. 

Their thinking isn’t constrained by “how it’s always been done” which is exactly what innovation needs.

#3 High integrity and honest feedback

Neurodivergent employees often have little interest in politics, sugarcoating, or false consensus. 

They’ll tell the truth, spot contradictions, and stay grounded in facts. 

For teams stuck in groupthink or in need of sharper insight, this honesty is gold.

#4 Emotional depth and fierce loyalty

Many neurodivergent people have experienced being misunderstood, excluded, or underestimated. When they do feel accepted, they’re often deeply loyal. 

When it comes to people they care about, they tend to be all in. That emotional depth builds real trust.

#5 Unique memory and recall

Whether it’s facts, figures, visual layouts, or timelines, some neurodivergent individuals have exceptional memory for the details others forget. 

This makes them invaluable in roles that require accuracy, consistency, and long-term insight.

#6 Problem-solving from a whole different angle

While some minds work through systems linearly, neurodivergent thinkers often approach from the side. They find shortcuts. They notice leverage points. 

When stuck, they’ll flip the problem upside down. This isn’t random. It’s just a different way of navigating complexity.

Don’t fix the ‘different’

Neurodivergence is part of the tapestry.

It’s in the kid who rethinks the math problem in a way the textbook never imagined. It’s in the employee who spots the bug no one else saw. It’s in the quiet student who doesn’t speak up in group work but submits a project that leaves everyone stunned. 

It’s in the designer who doesn’t just think outside the box. No, they don’t see the box at all.

The question is whether you want to build something that actually works for the way one in five people really are.

Once you stop trying to make everyone fit one mold, you make space for something better.