Listening to Neurodivergent Voices at Work

Listening isn’t passive. It’s an active practice that shapes belonging, workplace culture, and trust. Panel insights highlighted that listening creates the conditions for people to feel respected, valued, and able to contribute fully. Inclusion begins with presence, not just policy.

Key elements include slowing down, not multitasking, and being willing to learn from different communication styles. This may mean giving more processing time, allowing silence, or using written communication. When people feel genuinely heard, collaboration and creativity increase.

Common patterns include: 

• jumping in with quick solutions 

• assuming meaning instead of asking 

• misreading direct communication 

• interpreting lack of eye contact as disinterest

Listeners sometimes respond to what they think someone meant, rather than the words actually spoken. 

Psychological safety grows when workplaces: 

• validate rather than minimize 

• assume competence 

• make room for disagreement 

• follow up after feedback 

Leaders set the tone by showing their own learning, uncertainty, and humanity. 

Neurodivergent thinkers often recognize patterns and possibilities others miss, and may surface issues earlier. Organizations benefit from diverse perspectives, direct communication, and different problem-solving approaches. Listening to neurodivergent voices leads to better decisions and more inclusive products and cultures.

Suggested practices include: 

• share agendas in advance 

• avoid “quick calls” with no context 

• allow written communication options 

• give conversations more time 

• normalize flexible working styles 

• support mental health needs 

• encourage “personal operating manuals” 

Small adjustments send a strong message of respect and inclusion. 

Listening is more than a communication skill, it’s a leadership practice. When workplaces listen in ways that honor diverse ways of thinking, they create environments where every kind of mind can thrive.