I’m dyslexic—and my neurodiversity is my entrepreneurial superpower
“Great minds don’t necessarily think alike,” says this founder and executive coach. He calls on leaders to expand DEI efforts and embrace neurodivergent employees.
At one of my previous companies, I had an employee (who we’ll call Cassie) ask me if she could bring her pet parrot to the office with her every day. You may be surprised to know that I said yes. Cassie was/is autistic and found solace in the companionship of her parrot, who was not an “official” service animal at the time. Though she admittedly struggled with social interactions, Cassie was exceptional in her role. She single-handedly managed the finance function for a $60 million company—a task that would typically require a whole team of people. Her parrot ended up becoming a powerful symbol of inclusivity and belonging for our team, who successfully embraced a new normal decades before the pandemic (we also welcomed babies, children, and other pets at the office).
Perhaps the decision to embrace Cassie’s parrot came so easily because I could relate to feeling like a fish out of water. On my first day of law school at the University of Virginia, I found myself swimming without a life vest in a sea of intellectual sharks. These people were filled with knowledge about byzantine legal terminology. They spoke and wrote in a labyrinthine prose that required slow unraveling, and they never stopped studying. In this strange, new landscape, I encountered an invisible yet formidable opponent: dyslexia.
Operating incognito, my dyslexia planted seeds of confusion and uncertainty within me. Funnily enough, my mom, who was a reading specialist, never detected my dyslexia (perhaps because I did well academically). It was only within the last few years that a college friend (who is also dyslexic) took the time to educate me about dyslexia, and I started to put the pieces together. Despite the frustration of not being able to memorize the names of famous cases or obscure latin phrases, I found my way through the maze of misplaced letters. “I am not stupid,” I would remind myself while struggling to spell the simplest of words.
Added to this, dyslexia is one of several neurodivergences, including autism, ADHD (attention deficit hyperactivity disorder), and dysgraphia, which affects handwriting ability. Because my handwriting has always been nearly illegible, teachers had difficulty grading my essays. No matter how hard I worked on my penmanship, it never improved.
‘A HIDDEN RESERVOIR OF UNIQUE STRENGTHS’
But here’s the twist: I not only survived law school and what came after, I thrived, and it’s because dyslexia offered a hidden reservoir of unique strengths that outweighed my weaknesses. While reading, an inner voice would pronounce the words in my head, granting me rapid comprehension and an accelerated reading speed. Of course, I’ll never win a spelling bee or pursue a career in calligraphy, but I realized my worth in the world of entrepreneurship. What was challenging to others was easy for me; the tables had completely turned.
My secret weapons were some of the common traits of dyslexia, including excellent puzzle solving skills, enhanced creativity, exceptional verbal skills, and strong empathy. I found myself easily deciphering and devising complex financial structures while others struggled with basic accounting principles. And whenever I encountered tough words, my phone (and before that, my children), came to the rescue.
Approximately 20% of people identify as neurodivergent, representing one-fifth of the entire world’s population. Given this, it’s shocking that most professional environments don’t put more effort into accommodating neurodivergent people, whose abilities can contribute in significant ways to the company’s success. Because neurotypical people, who make up the majority of humanity, are considered “normal,” the world has been built by and for them.
Unemployment rates among neurodivergent adults are alarmingly high, ranging from 30 to 40%, a rate three times greater than that of individuals with physical disabilities and eight times higher than those without disabilities. As if we needed more proof that workplaces across the globe are simply engaged in diversity theater, a recent study discovered that 50% of leaders and managers express discomfort with hiring individuals who are neurodivergent.
Even though Australian sociologist Judy Singer (who happens to be on the autism spectrum) coined the term “neurodiversity” in 1999, it’s still not a term that most people are familiar with. Neurodivergent individuals possess unique talents, perspectives, and problem-solving abilities that can give organizations a competitive advantage. Yet, their potential remains largely untapped due to prevailing biases and misconceptions.
Research shows that while people on the autism spectrum might struggle with time management, they are also detail-oriented, innovative thinkers who often excel at music, computation, and art.
Leaving these skills untapped does a huge disservice to neurodivergent individuals and employers who are constantly exhorting employees to think outside the box. If they really want creative ideas, companies should accommodate those who are most likely to offer innovative solutions.
SUPPORTING NEURODIVERSE EMPLOYEES
Many resources exist on how employers can support neurodiverse team members, but as someone who only recently discovered that I am neurodivergent, the most effective way I’ve found to overcome my dyslexia-related challenges has been to talk about it with my colleagues. It’s incumbent upon organizations globally to create truly inclusive environments, but while they get their act together, it helps to educate your peers on how they can directly support you. Sometimes I have to pause mid-sentence to remember a word or “reply all” to an email correcting my spelling or word usage errors. These things used to embarrass me, but I now know that they’re part of why I’m so capable in other ways.
Circling back to my opening anecdote, what if Cassie had not spoken up about wanting to bring her parrot to the office each day? None of us would have known why our office made her uncomfortable or how to fix it. She had the self-awareness and courage to advocate for herself, and it benefited our entire company. Cassie proactively addressed her discomfort in social settings by finding a solution that worked for her and committing to it. In contrast, I had to fire a neurodivergent employee with ADHD who was aware of their shortcomings, but refused to do anything to counterbalance them. As a result, project timelines lapsed, simple tasks never got done, and clients wondered why and how we had neglected their requests.
Fostering an inclusive environment that embraces neurodiversity as a critical piece of DEI increases the likelihood that your organization will flourish. But, neurodivergent individuals also need to make employers and colleagues aware of their needs while practicing healthy coping mechanisms that help them thrive. Like all human differences, neurodivergence is a gift that enriches our world. Sociologist Judy Singer put it best when she said, “Neurodiversity is a state of nature to be respected,” and I’ll add that great minds don’t necessarily think alike.
