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It is estimated that 15 to 20% of the world’s population is neurodivergent. This term encompasses conditions such as ASD (Autism Spectrum Disorder), ADHD (Attention Deficit Hyperactivity Disorder), dyslexia, dyscalculia, Tourette syndrome, dyspraxia, and, from the perspective of some approaches, also includes mood and personality disorders such as bipolar disorder, borderline personality disorder, and obsessive-compulsive disorder (OCD).
Although these terms may sound highly technical, being neurodivergent does not imply having a pathology. It simply refers to a neurologically different way of functioning that is statistically less common in the population. Therefore, individuals who do not fall into this classification are considered “neurotypical” or “normal.”
But after all, what does it mean to be normal?
“What we call ‘normal’ usually just reflects the way most people function,” explains psychiatrist José Alceu da Silva Lopes, managing partner at Ethos Psychiatry Clinic and member of the Forensic Psychiatry Center at the University of São Paulo’s Institute of Psychiatry (NUFOR-IPq FMUSP). “The concept can even be debated philosophically within psychiatry,” he notes. That’s because, in practice, it often involves an arbitrary definition based on average behaviors. Society, in turn, is organized—socially, economically, and emotionally—around this standard.
Consequently, having a condition associated with neurodivergence can lead to difficulties and neglect in school, in the workplace and even in interpersonal relationships.
What it means to be neurodivergent
For a neurodivergent person, daily life can be an experience of contrasts. Tasks that seem simple for most such as: following a strict routine, dealing with noisy environments or managing multiple demands at once, may require extra effort and lead to sensory or mental overload.
At the same time, this different way of functioning can also bring unique strengths: an unusual attention to detail, heightened creativity, and the ability to focus intensely —provided the subject is of genuine interest to the individual.
However, these traits are not always recognized or valued. In the corporate world, it is common for neurodivergent individuals to be perceived as distracted, difficult, or uncooperative.
By way of example, an article in the Harvard Business Review introduced us to John, who holds two degrees, has strong mathematical skills, and excels at working with data and software, but spent years unemployed because he didn’t fit traditional interview formats or behavioral expectations.
It was to change this view that Australian sociologist Judy Singer coined the term neurodiversity in 1997. She wanted to give a name to a movement that recognized these differences as a natural part of human diversity, not something to be corrected, as she pointed out in an interview with The Guardian.
Cultural shift and the Brazilian context
“If we had mentioned this term 15 years ago, almost no one would have known it—even within medical school itself,” recalls psychiatrist José Alceu da Silva Lopes. A graduate of the University of São Paulo (USP) in 2009, he says he never heard the concept during his studies. “Nowadays, if you go to a bar or hang out with friends, most people have at least heard of it,” he notes. For him, this increased awareness is largely due to its growing presence in TV series, films, social media, and personal stories. “People often recognize themselves through these experiences.”
Even so, although neurodiversity is being discussed more and more, Brazil still lags behind in producing reliable statistics.
The good news is that the 2022 Census included, for the first time, a specific question about autism diagnoses. As a result, 2.4 million people were identified with ASD, equivalent to 1.2% of the Brazilian population. In this sense, the data aligns with the international average of 1 in every 100 children, according to the World Health Organization (WHO).
On the other hand, figures for other neurodivergent profiles have yet to be properly mapped in Brazil. For this reason, Bill 4459/2021, approved by the Chamber of Deputies in December 2023 and now under review in the Senate, aims to require the Brazilian Institute of Geography and Statistics (IBGE) to include ADHD, dyslexia, and rare diseases in its next survey.
Among other significant developments, the Berenice Piana Law was enacted in 2012, recognizing autism as a disability in order to ensure access to education, healthcare, and employment for this population through “reasonable accommodations.”
Neurodiversity in the workplace
In the corporate world, companies with unique traits are often celebrated. However, when these differences relate to a person’s way of being, acting, or thinking, they are frequently seen as a problem. In practice, this translates into social exclusion and interpersonal challenges in the workplace.
To illustrate this scenario, consider the survey Neurodiversity in the Workplace, conducted with 12,000 Brazilians. Among the main findings:
- 86.4% had never participated in any training or program on neurodiversity in a professional setting;
- 48% had never worked with a neurodivergent person;
Among those who had: - 21.4% considered the experience challenging;
- Only 30% rated it as positive.
And although 75% were familiar with the term “neurodiversity,” 48.6% of respondents considered themselves poorly informed, and 25% had never been exposed to the concept.
To reverse this scenario, 40% believe that implementing awareness and training programs is the main strategy to advance inclusion. Other measures mentioned include offering reasonable accommodations, such as sensory-friendly environments and the use of assistive technologies (29.3%); mentorship programs for neurodivergent employees (16.4%); and the creation of internal committees focused on the topic (7.1%).
However, effective inclusion goes beyond good intentions. It requires concrete changes in recruitment processes, organizational culture, and even the physical design of workspaces.
Today, companies like SAP, Microsoft, and HPE have already adopted more inclusive practices: adapted interviews, more flexible environments, and ongoing support. In this regard, the results speak for themselves, as data suggests that embracing diverse profiles leads to greater innovation, higher engagement, and —in cases like HPE’s program — even up to 30% more productivity.
How to practice inclusion
According to psychiatrist José Alceu da Silva Lopes, a shift in perspective is the first step toward creating truly inclusive environments. “It’s not necessarily a disability or a disease. It’s a different way of functioning, which can have advantages and disadvantages depending on how the environment is structured,” he explains. Alceu also warns of the risk of stigmatization, which often appears in the form of jokes, stereotypes, or superficial interpretations of behavior.
In this sense, the psychiatrist notes that, instead of trying to understand the causes behind a difficulty, it’s common to label neurodivergent individuals with nicknames that reinforce negative traits. “Sometimes it’s that employee who gains a reputation for being forgetful or always ‘in the clouds.’ And that could be a sign of ADHD, for example. Even so, that person continues to contribute and deliver. The problem is they’re being measured by standards that may not make sense for their profile.”
These practices, he says, end up affecting not just well-being, but also the professional development of these individuals. “They’re unable to get promoted, unable to perform as expected, and that leads to enormous frustration.”
As good practices, the psychiatrist recommends paying closer attention to listening and context. “Instead of looking for someone to blame, the question should be: why is this difficulty happening? Is it a problem with the individual? With the environment? Or with how that interaction is being structured? From there, it’s possible to find fairer and more effective solutions, rather than simply reinforcing exclusion.”
Now, if you’re on the other side of the table, experiencing some of the challenges mentioned above, here are a few guidelines from Dr. José Alceu.
Advice from the psychiatrist
For neurodivergent adults, especially those facing difficulties at work or in everyday relationships, the first step is to try to understand what is happening, preferably with the help of a specialist. “Even though we now have access to a lot of information online, in YouTube videos, AI-generated texts, or TV series, none of that replaces a professional evaluation,” warns the psychiatrist.
That’s because, according to Alceu, a diagnosis isn’t based solely on isolated traits or self-perception. “It’s not enough to identify with one or two aspects. You need to speak with a qualified professional to understand whether there is actually a disorder and, more importantly, whether it requires any type of treatment,” he explains.
Moreover, there is no one-size-fits-all approach or standard medication that works for everyone. Even in cases of ASD or ADHD, care must be individualized. “There’s no cure, because it’s not a disease. What we have are therapeutic tools that can help, depending on each person’s symptoms and needs.”
Finally, beyond clinical treatment, the psychiatrist emphasizes that other forms of support can be just as important. “Maybe the person needs therapy, maybe vocational guidance, or maybe just occasional follow-up. What’s essential is to understand the case based on the individual, without looking for a cookie-cutter solution that fits everyone.”
