They say no two brains work exactly the same and that’s a strength, not a flaw. In fact, research from EY shows that neurodiverse teams can be up to 30% more productive than teams made up only of neurotypical thinkers. That’s because different minds see different solutions, spot hidden opportunities, and challenge the status quo in ways that drive real innovation. Yet too often, workplaces are designed for one narrow way of thinking, leaving incredible talent underused.This was the focus of a recent YuLife webinar, where Bernise Games, YuLife Spokesperson, Callan Abraham, the author of What I Know Now, and psychologist Buyisile Mcina explored what neurodiversity really means in the South African workplace. Their conversation unpacked both the challenges and the opportunities, and the consensus was clear: inclusion isn’t just the right thing to do, it’s a smart business decision.“I’ve found that one of the biggest misconceptions about neurodiversity is that it is rare. One of the things I’ve learnt through my career is how common it is. Another issue is that often, different communities label and treat neurodiversity in a way can create a lot of stigma,” explained Abraham. Creating safe spaces in officeNeurodiversity is an umbrella term for conditions such as ADHD, autism, dyslexia and more all of which come with unique strengths as well as challenges. But for many employees, the real barrier isn’t the condition itself; it’s the workplace environment. When processes, policies and cultures are only built to cater to neurotypical minds, we miss out on the creativity and problem-solving power that comes from having different minds at the table.Mcina said, “If we create psychological safety for everyone in the office, we give people a space to esteem themselves and thrive in the workplace. When employees feel safe and seen, they’re better able to perform at their best”.Games added, “Sometimes we have to be a little more intentional when we are trying to be neuro-inclusive. For example, with office space, small things like understanding that open plan offices may not suit everyone can make a huge difference”.Ultimately, fostering inclusion is about more than productivity metrics. It’s about building healthier, happier, more resilient workplaces because when people feel valued and supported, everyone wins.“When we look at creating neuroinclusive spaces, we have to pay attention to what the office culture feels like and not just the words on our vision and mission statements,” said Abraham.Embracing neurodiversity means recognising that the best teams aren’t made of identical thinkers, but of people whose differences make the whole stronger.As we learn more about the power of neurodiversity, the businesses that want to stay competitive will have a simple choice to make: start building environments where every mind can do its best work, or risk watching that potential thrive somewhere else.