Neurodivergence: An Untapped Competitive Advantage in the Evolving Workforce

-By Maggie Jiang, Founder & Neurodiversity Consultant, Cogent Inclusive –

One in Five Canadians Thinks Differently. That’s a Strength

Did you know that 1 in 5 Canadians is neurodivergent? This includes individuals with ADHD, autism, dyslexia, and other cognitive differences. These are not outliers; they’re your clients, your colleagues, and your next top performers.

Neurodivergence can be an untapped competitive advantage. Neurodivergent individuals often possess exceptional capabilities, including pattern recognition, creativity, attention to detail, and deep problem-solving skills. However, despite these strengths, many individuals face barriers that traditional coaching practices and job application systems aren’t designed to address.

The World’s Top Employers Are Paying Attention

Major companies such as Microsoft, SAP, IBM, and JPMorgan Chase are actively creating pathways to recruit neurodivergent talent. They’re not doing it out of charity, they’re doing it because the business case is clear.

As reported in the Harvard Business Review, organizations that invest in neurodiversity initiatives reap benefits such as improved productivity, increased innovation, and enhanced employee engagement. In one case, a neurodiversity hiring program led to 30% higher productivity compared to teams without it.

However, while employers adapt, many neurodivergent professionals continue to struggle to find meaningful and sustainable employment. This is where career professionals play a critical role.

What Is Neurodivergence, Really?

Neurodivergence isn’t about labels; it’s about natural differences in how people think, feel, and process information. According to Johns Hopkins University’s Imagine Center, neurodivergence refers to brain-based variations that impact learning, attention, communication, memory, and other aspects of cognition. It’s not a deficit. It’s a different operating system.

Yet, many neurodivergent clients experience:

• Executive dysfunction (difficulty planning, prioritizing, or starting tasks)
• Sensory sensitivities (noise, light, social overstimulation)
• Challenges with job interviews or rigid onboarding systems
• Fear or confusion around disclosing their needs

These experiences can lead to underemployment, burnout, or loss of confidence, especially when clients

feel like they’re constantly “masking” to fit in.

A New Kind of Coaching Is Needed

That’s why I’m inviting you to join me this September for a 90-minute interactive CPC workshop

focused on coaching neurodivergent clients.

As career professionals, we don’t need to be clinicians; we just need to update our toolkits. Together, we’ll explore:

• What neurodivergence looks like in job search and employment settings
• How to support clients dealing with executive dysfunction and interview anxiety
• Coaching strategies to help clients advocate for accommodation and frame their strengths confidently
• The difference between “fitting in” and truly belonging in the workplace

This workshop will be hands-on, with scripts, coaching tips, case studies, and activities you can use right away.

Why Now?

With the rise of automation and AI, the workplace is changing. What’s needed isn’t just technical skill, it’s flexibility, creativity, and cognitive diversity. Neurodivergent talent is precisely what many employers are looking for, but they may not know how to identify it or support it.

That’s where you come in.

Join Us This September

This workshop is for career professionals who want to be part of the next evolution of inclusive

employment. You’ll leave with a better understanding of your clients, practical tools you can use

immediately, and confidence in supporting one of the most overlooked groups in the labour market.

Let’s lead the way, because when neurodivergent minds are supported, everyone wins.