Embracing Neurodiversity in the Workplace: A Conversation with Parul Singh

In this episode of the Hiring Excellence podcast, Johnny Campbell, CEO of SocialTalent, is joined by Parul Singh, a recruitment expert and passionate advocate for neurodiversity. Together, they dive into the growing recognition of neurodiversity in the workplace and explore how companies can create environments that allow neurodivergent employees to thrive. Parul shares her personal journey and offers practical advice for fostering inclusivity and empathy in today’s organizations.

Timestamps:

Also available on: LinkedIn, Spotify, and Apple Podcasts!

Key Takeaways

1. What is Neurodiversity?

Neurodiversity refers to the natural differences in how the human brain functions. As Parul explains, neurodivergent individuals may have conditions such as ADHD, Autism Spectrum Disorder (ASD), dyslexia, or dyspraxia. “It’s similar to biodiversity,” she notes, “where different variations exist within an ecosystem. Neurodiversity is the infinite variations of the human brain.“

Parul also highlighted the evolving language around neurodiversity. “Neurodivergent” describes an individual with one or more of these conditions, while “neurotypical” refers to someone without. Parul shared that many in the autistic community prefer identity-first language, like “I am autistic” rather than “I have autism,” as it emphasizes that neurodivergence is an intrinsic part of their identity.

2. Challenges Neurodivergent Individuals Face

One of the challenges Parul has faced in the workplace is the pressure to “mask” her neurodivergent traits in order to fit in. “In interviews, I would try really hard to appear ‘normal’—not fidgeting, maintaining eye contact—but it was exhausting,” she said. This constant need to conform to neurotypical behaviors can lead to burnout, especially for those who may not yet know they are neurodivergent.

Parul received her ADHD diagnosis later in life and has since self-diagnosed as autistic. She emphasized the importance of self-compassion after receiving a diagnosis: “You can’t discipline ADHD or autism out of someone. It’s about learning to work with it, not against it.” She also acknowledged that the process of getting a diagnosis can be challenging due to long waiting lists and high costs, which is why many individuals rely on self-diagnosis.

3. Creating a More Inclusive Workplace

For organizations looking to better support neurodivergent employees, communication is key. Parul suggests using tools like a “Working with Me” manual, where team members share their communication preferences and working styles. “This kind of tool can benefit everyone—not just neurodivergent employees—but also those with different cultural backgrounds, language barriers, or other needs.“

Parul also emphasized the importance of fostering open dialogue in the workplace. She shared an example of a manager who proactively asked her how to make team meetings more effective. “It was such a relief when my manager noticed I was struggling and asked how they could help. It gave me the space to be honest and offer suggestions.” This simple act of asking and being willing to adapt made a significant difference for her.

4. The Importance of Empathy

A central theme of Parul’s conversation was the importance of empathy in the workplace. She encouraged leaders and colleagues to approach neurodiversity with understanding, reminding listeners that neurodivergent individuals, like everyone else, want to succeed. “We all have different brain types, and it’s about recognizing and embracing those differences to create an environment where everyone can thrive.“

While physical disabilities are often more visible, neurodivergent conditions may not be immediately apparent, which is why Parul stressed the need for managers to be mindful. “It’s not about making someone fit into a mold. It’s about understanding their needs and removing barriers to help them reach their full potential.“

Conclusion

As more organizations recognize the value of neurodiversity, they are creating more inclusive environments that unlock innovation and creativity. Neurodivergent employees bring unique problem-solving skills and perspectives that can drive success. But creating a truly inclusive workplace requires empathy, openness, and a commitment to making meaningful changes.

For anyone who suspects they may be neurodivergent or is working with someone who is, Parul’s advice is simple: ask questions, offer support, and be open to change. “Empathy is the best thing you can offer. Give people the space to advocate for themselves and then take action to support them.“

Interested in hearing the full conversation?

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