Despite growing awareness of neurodiversity, many workplaces still expect individuals to fit the norm, often misunderstanding their unique strengths. Natasya Jones from Divergent Thinking helps neurodiverse business owners with strategies and educates business owners around neurodiversity in the workplace.
"When you're inside the jar, you can't read the label."
Ever heard that saying? It’s such a simple way to explain something we all experience: we struggle to see ourselves clearly because we’re stuck in our own heads.
Sound familiar?
For most of us, this can be a challenge. But for people who are neurodiverse—those with ADHD, dyslexia, autism, or other conditions—this hits on a whole different level.
What’s it really like to have ADHD or dyslexia, beyond the superficial? 
Now add this to the mix: our education and medical systems are often quick to highlight “flaws” or challenges but seem to forget all about the talents. Neurodiverse individuals can grow up never realising they have extraordinary strengths. They may only hear about what they struggle with, but no one’s helping them harness what makes them amazing. 
And if you think neurodiversity in the workplace makes for an easier story, think again. If someone can’t "read their own label," how are they supposed to explain to an employer what they need to thrive? It’s a tough spot to be in, right?
This was exactly what Natasya Jones experienced. And she decided to do something about it.
Meet Natasya Jones From Divergent Thinking
Natasya’s inspiration for her business came from a deeply personal place—her journey with her neurodiverse son.
Watching him struggle in a school system that wasn’t set up for how his brain worked made Natasya realise society caters to neurotypical individuals. The rest …. “figure it out, will you”.
This experience, along with the discovery that she has ADHD and dyslexic traits herself and her own experiences with neurodiversity in the workplace sparked a passion to create change.
With a background in corporate training and coaching, Natasya already had the tools to build something special. After completing a social skills program for autistic individuals at UCLA, she teamed up with Anton, a forensic psychologist. Together they developed Divergent Thinking to help schools, businesses and organisations become more neuro-inclusive.
Because we may have covered some distance, we still have a long way to go.
Awareness Around Neurodiversity In The Workplace
You don’t have to go far back in history to find a society where anyone who didn’t fit into a “normal” box was marginalised. It’s still the case for many people today, BUT awareness is growing.
People are becoming more and more accustomed to talking about neurodiversity. The idea that everyone’s brain works differently is starting to be accepted. (Natasya points out there’s a difference between “neurodiversity with a small n”- as in everybody’s brain is different, and “Neurodiversity with a capital N”- as in extreme forms of neurodiversity, that we commonly label as ADHD, ADD, dyslexia, autism, etc. )
So while awareness of neurodiversity (both big and small) may be growing, society still reacts baffled when people behave differently.
The reality is that in the workplace or the education system, people are still expected to "fit the mold."
The question is, how does that make sense when in New Zealand, approximately 40% of the population is Neurodiverse? This includes people with ADHD (about 15%), dyslexia (around 20%), and autism (about 3%). Many individuals have more than one neurodivergent trait.
It’s in tertiary spaces that the shift is most notable. Slowly but steadily, they are catering more to the neurodiverse individual.
But most workplaces are still lagging. There, it’s still a struggle to create environments where neurodiverse people can thrive. Many employers expect neurodiverse individuals to explain their needs, but after a lifetime of educational trauma, most neurodiverse people simply cannot advocate for themselves.
So, where are we going wrong, and what can we do to improve neurodiversity in the workplace?
Misconceptions Around Neurodiversity In The Workplace
Let’s start with this: different doesn’t mean defective.
Many of the misconceptions that surround neurodiverse people stem from the traditional deficit-based view of needing to be "fixed" or "cured," rather than recognising their strengths and unique ways of thinking.
It’s important to remember that nobody gets out of bed in the morning dead set on p*ssing their employer off.
That person you are calling “lazy”, could it be someone with dyslexia? People often believe that it only affects reading or that individuals just need to "try harder". But that ignores the complexity of the condition, which often involves issues with processing language.
And the behaviour you label as “unacceptable” or “irresponsible” or “disruptive”, could that be a person with ADHD who’s struggling with focus or time management or sensory overload?
Many of the misconceptions around neurodiversity in the workplace have to do with productivity.
So what’s the solution?
With all the focus on the challenges, the talents of neurodiverse people often go unrecognised.
Misunderstandings around neurodiversity often stem from a lack of understanding and an over-reliance on traditional norms. When businesses take the time to comprehend and support neurodivergent individuals, it’s usually possible to find a different way of doing things where the employee and the organisation can thrive.
Natasya’s business Divergent Thinking wants to provide an answer to this need for education and open-minded problem solving.
Why Is Neurodiversity Important In Your Organisation?
Not convinced? This will make you pause.
According to a Gartner mega trend, by 2025, 25% of Fortune 500 companies will be actively recruiting neurodivergent talent for their creativity, productivity, and problem-solving skills. (I know! 
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Why?
Because as humans, we like familiarity and comfort, so we surround ourselves with people who are like us. But this tendency for "like to attract like," also limits diversity of thought, stifling innovation and limited problem-solving.
A diverse team of thinkers with different cognitive styles is so much more likely to challenge the status quo and find new, more efficient ways of doing things. Natasya’s business works with the 4 nQuadrants, with each nQuadrant displaying unique talents and challenges.
With all the focus on negativity, we forget that neurodivergent individuals, including those with ADHD, dyslexia, autism, and other conditions, bring unique strengths to the workplace.
For example, people with ADHD or dyslexia often excel in creative and innovative thinking, while those with autism or OCD may be highly productive, detail-oriented, and structured. Additionally, empaths can be crucial in fostering a positive workplace culture and building relationships with stakeholders. Putting all these cognitive different people in the same room can only contribute to the organisation's overall success.
But by avoiding neurodiversity in the workplace, we are missing out on those amazing skills and talents and the richness that results from bringing all these people in the same room.
Coping With Neurodiversity As A Business Owner
But Natasya’s business goes beyond educating schools and businesses. She also helps neurodiverse people “read their own label”.
Many neurodiverse individuals end up starting their own company exactly because they don’t fit the mold as an employee. So how do you cope with neurodiversity as a business owner?
Here are strategies that can help with neurodiversity as a business owner :
- Learn about your brain: Understanding how your brain works is key. Whether it’s ADHD, dyslexia, or autism, the more you know, the better equipped you are to work with your strengths and manage your challenges. You don’t always need a diagnosis—just the awareness (and acceptance) that your brain may work differently is a great start.
- Delegate what you’re not great at: It’s okay to ask for help! Neurodiverse people have many incredible talents, but also some challenges they may need help with. The thing is that, as a neurodiverse business owner, you don’t have to do everything yourself. Focus on what you’re good at and delegate the rest. (For instance, delegate emails when you have dyslexia.)
- Create routines that work for you: Most neurodiverse business owners thrive with structure. If you have ADHD, for example, your diary will be your best friend. Scheduling activities—even lunch breaks or a quick walk outside—helps keep you on track and prevent burnout. Finding what refreshes you (like a quick beach trip or quiet time) is crucial.
- Identify what your motivational drivers are: figure out what gets you out of bed in the morning. What energizes you and what drains you? For example, if certain tasks zap your energy, see if there’s a way to avoid them or offload them. Staying in your lane can help you avoid burnout.
- Build a supportive team: Surround yourself with people from other sides of the nQuadrant who complement your skills. Having someone who can bring structure or help you focus when you are a creative ideas person with ADHD can be game-changing. This support allows you to focus on what you do best while others handle the rest.
- Make self-care a priority: Regularly check in with yourself. Are you close to burnout? Do you need a break? It's easy to forget this, especially when you’re juggling a business. Schedule self-care like you would a meeting—it’s just as important.
These strategies for a neurodiverse business owner can help you navigate the ups and downs of running a business while honouring your unique brain!
Keen To Know More About Divergent Thinking?
Natasya Jones is the co-founder and Managing Director of Divergent Thinking. The company is all about celebrating the unique ways our brains work and promoting mental well-being 
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Divergent Thinking offers help in 3 major ways:
Divergent Thinking provides a mix of consulting and training, helping companies understand how different minds can bring unique strengths to the table. Natasya’s team teaches businesses how to tap into this “diversity of thought” to boost productivity, innovation and well-being. They’ve even created a neurodiversity accreditation program to guide organisations in creating more inclusive environments.
On top of neurodiversity in the workplace, a huge part of Natasya’s mission is focused on schools and communities, knowing that mental health and understanding our strengths start early.
Natasya is also passionate about helping young people recognise their neurodiverse traits and empowering them to succeed, from the classroom to the workplace.
- Discover our nQuadrant cards
: nQuadrant Cards - Book your intro session and use discount code NQTICK
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Let’s embrace neurodiversity together!
