Neurodiversity in Adulthood: You Don’t Grow Out of It — And Why Workplaces Must Catch Up
When I tell people that I coach neurodiverse adults, I often hear the same response: “I thought ADHD or learning disabilities were childhood issues.”
The reality is simple: children grow up, and their neurodiversity grows with them. But the systems and support structures they may have relied on in school rarely exist in adulthood—especially in the workplace.
I was diagnosed with dyslexia and ADHD at eight years old. As an adult, those same neurodivergent traits show up in new, sometimes unexpected ways. And like many neurodivergent adults, I’ve had to build my own strategies to navigate work, communication, and daily life. In Episode 2 of the I Am Capable podcast, I discussed the misconceptions surrounding neurodiversity in adulthood and why companies must evolve to meet the needs of a modern, diverse workforce.
What Neurodiversity in Adults Actually Means
Neurodiversity is an umbrella term that includes ADHD, dyslexia, dyscalculia, autism, and other neurological differences that influence how people think, process information, and learn. These differences don’t disappear with age. Instead, they manifest differently as expectations, responsibilities, and environments shift over time.
Many adults spent their childhoods compensating for these challenges without diagnosis or support. Others were diagnosed young but never received tools that were designed for adult life. The result is a workforce full of talented professionals who are still relying on outdated coping mechanisms that no longer serve them.
One of my team members, Naomi, shared on the podcast that although she performed well academically, she did so by pulling all-nighters and relying on adrenaline-driven deadlines. As an adult working remotely with flexible hours, she continues to fall into these same patterns. This is a common theme for many neurodivergent adults: the absence of structure exposes underlying executive functioning challenges that were once masked by school routines.
Why Executive Functioning Challenges Increase in Adulthood
In childhood, structure is externally created—school schedules, class periods, assignments, and parental oversight. Adults, by contrast, are expected to manage:
Prioritization
Time management
Task initiation
Energy regulation
Organization
Follow-through
For neurodivergent adults, these skills can be some of the most challenging parts of work—not because of capability but because the cognitive load required is significantly higher.
One strategy I recommend is to assess energy levels rather than relying solely on time. Identify when your brain is naturally more focused, more distracted, or more fatigued. Build your workflow accordingly. Additionally, if a task feels overwhelming or unclear, start by stating:
What you understand
Where you need clarity
What needs to be prioritized
This reframing creates momentum and opens communication, which reduces bottlenecks and unnecessary stress.
The Real Impact of Stigma
Stigma remains one of the biggest barriers for neurodivergent adults. Misconceptions often lead people to assume neurodivergence means incompetence, lack of intelligence, or lack of discipline. These assumptions are not only inaccurate—they are harmful.
Because neurodiversity is invisible, many adults feel pressure to hide their challenges or overcompensate to avoid judgment. This leads to burnout, disengagement, and environments where employees do not feel psychologically safe. When stigma exists, people spend more time masking their differences than using their strengths.
How Neurodiversity Challenges Affect Team Dynamics
Every leader has experienced situations where:
Work is submitted late
An employee struggles with follow-through
Communication feels inconsistent
A talented team member gets stuck on seemingly simple tasks
What is often perceived as a performance problem is actually a structural or communication issue.
It’s important to remember that people who struggle with certain tasks are often exceptionally strong in others. Creativity, innovation, problem-solving, strategic thinking—many neurodivergent adults excel in these areas. The challenge is matching strengths to responsibilities and ensuring communication is clear and consistent.
One way I help companies do this is through a simple question: “What is your favorite or least favorite game?” This reveals how someone organizes information, how much structure they prefer, and how they approach challenges—all critical insights for aligning roles with strengths.
Why Neurodiversity Must Be Included in DEI Efforts
DEI efforts often overlook neurodiversity because it is not visible. But inclusion is not only about what can be seen. It is about creating an environment where every individual can access the tools, communication styles, and structures they need to succeed.
Consider how universal design works in physical spaces:
A ramp benefits wheelchair users, parents with strollers, travelers with luggage, and anyone who prefers an easier path.
The same concept applies to cognitive accessibility.
Tools like meeting agendas, AI-generated summaries, noise-reducing headphones, Grammarly, or text-to-speech software support neurodivergent professionals—and simultaneously increase productivity and clarity for everyone else. Inclusive design is mutually beneficial, not specialized.
Practical Steps Companies Can Take Now
Here are immediate actions organizations can implement to support neurodivergent employees more effectively:
1. Leverage AI and workplace tools
Use technology intentionally—not as a trend, but as support infrastructure.
Examples include automated meeting summaries, pre-meeting agendas, speech-to-text tools, and writing support tools.
2. Normalize collaborative prioritization
Many neurodivergent professionals do not struggle with completing work—they struggle with determining what should happen first. Regular priority check-ins eliminate confusion and reduce delays.
3. Focus on strengths, not deficiencies
Employees perform best when they spend more time in areas that challenge them appropriately, not in areas that consistently feel impossible.
4. Create a communication framework
Encourage employees to express where they’re stuck, what they understand, and what they need clarified. This shifts conversations from reactive to productive.
5. Train managers with intention
Education alone is not enough. Managers need language tools, coaching techniques, and awareness of neurodiversity-related communication patterns. When managers are equipped, the entire team benefits.
Bridging the Gap Between Employees and Companies
The purpose of this work—and this podcast—is to help employees and companies understand each other better. When neurodivergent individuals learn how to advocate for their needs and companies learn how to build inclusive systems, performance improves, communication strengthens, and turnover decreases.
Supporting neurodiversity is not a niche initiative. It is a core business strategy that enhances innovation, retention, and organizational resilience.
Continue the Conversation
I’d love to hear how these insights show up in your workplace. What tools support you? Where are the gaps? You can connect with me on Instagram, TikTok, Facebook, LinkedIn, or YouTube at @IAmCapable, or reach out at podcast@capableconsulting.com.
If you’re a neurodivergent professional seeking individualized support, or a company ready to build an inclusive and high-performing workforce, reach out to us here.
Whether you’re an organization seeking to strengthen your DEI practices, or an individual navigating learning disabilities or other neurodiverse experiences, Cape-Able Consulting provides the tools, training, and strategies to ensure everyone can thrive.
