• I think it’s always a good thing to share our difficulties, for one reason : it avoids putting too much energy on « masking » , because hiding has a high energy cost and can be really stressful (fear of being discovered…). The solution may rely in the way we express these difficulties, knowing that it’s not mandatory to share your neurotype. There are some approaches like « non violent communication » that work well. Here’s an example : « I am very straight forward when I write, because this is how my rational brain works. So it may be difficult for me to integrate some social codes and I may hurt people without expecting it. As a solution to this, I use AI to support me in being more diplomatic. I thought it was important for me to share it with you”
• In any case, ensure you feel confortable to say it, the environment should be able to receive what you have to say. In my experience, I noticed that sharing vulnerabilities moves people who then can become more helpful and supportive. 

Definitely yes! Their mad skills are extremely relevant to lead people and find solutions towards a better future for all. Unfortunately, politics can be an hostile place for neurodivergent people, the social and political codes being very difficult to handle. There’s been an attempt from a school in India to train neurodivergent kids for a political career, but they stopped the program because they were emotionally overwhelmed and didn’t manage to navigate in the political world. Maybe things will be different in the future 🙂

• There can be many answers to this question. The lunch break, or the afterwork work raise two issues for neurodivergent : The sensorial and social one. 
• For the lunch, if the cafeteria is noisy and doesn’t offer quiet isolated places, one solution is to adjust the opening hours (for instance from 11h30 to 14H30) to allow neurodivergent to eat earlier or later, or allowing them to have lunch in meeting rooms (some already do book meeting rooms for that)… It’s also a good thing to invite a neurodivergent person for lunch (because it may be difficult for them to ask), but ensure not be upset if the person refuses …
• For the afterwork event, it’s a bit more complicated because it’s often noisy and crowded. So one accommodation would be to allow them to wear cancelling headphones for instance. But generally, they don’t feel confortable in afterworks because they don’t like small talks and don’t know what to say. So the best way would be that they go there with someone they know/trust or have a ressource person they know and to who they can speak.

• Sometimes, neurodivergent don’t realize that the way they work can affect or disturb others and don’t activate the double empathy. So expressing how the situation affects you personally, without accusing allows them to realize the impact of some of their behaviors. Speak from your perspective, express the impact on your work without judging. You can use the Non-violent communication approach (Marshall Rosenberg – observe-feeling-need-request ). 
• A small tip : involve the neurodivergent in finding a solution (for instance :What do you think could be done to solve this? ) – as they love finding solutions, they will put their intensity on the solution and less on the emotional reaction !

• There are some audit that can be done to assess if the company is neuroinclusive. The audits can be done globally or on specific aspects (working environnement, processes, recruitment, culture)
• Regarding the indicators, some of them can fall under the category of CSRD regulation – Social Domain ( e.g : Equal treatment and opportunities for all, working conditions…)
• E.g : % of managers trained on neuroinclusive leadership, Number of actions and population reached, Number of accommodations granted, Employee satisfaction (depending on the local regulations on sensitive data and RGPD regarding the identification of neurodivergent.) …

• Neuroinclusive design of workspaces can take time and be costly when not embedded in the building set up. So an agile approach for adjustments could be : offer cancelling headphones for the noise, putting plants or else to separate spaces and better isolate desks. If there’s no quiet room defined to go to isolate from the noise and crowd, a meeting room can be reused and defined as « quiet place » with rules defined and written. Some lights can also provoke important headaches for some populations (ASD), so it’s good to ensure a neurodivergent is not sitting in front of intense lamps or spots.
• And of course home office is a good solution to this.

• It’s a broad subject. First, It is important to offer options, starting from the job description to the interview process. 
  • Avoid corporate vocabulary and buzzwords, train the recruiters to read the mad skills in a non conventional CV and not reject atypical ones (neurodivergent often have non linear career path so they may not even pass the CV selection because of this), For autistic people, offer to send the questions in advance and receive written answers. 
  • Offer alternatives to the ‘classical’ interview (assess the skillset in « action » with use cases, simulations) Neurodivergent are better at «  know-how » and not very good at communication (especially people on the autistic spectrum) and struggle with self-promotion. 

• Unfortunetly, there’s still a lot of stereotypes and misbelief about neurodivergent. There are few recruiter who know about their mad skills and who are trained on neurodiversity. The chances of not being selected are sadly still very high, so I would recommend sharing it in a second time during the interview and only If you are officially recognized as disabled and/or need specific accommodations.
• In the cover letter, I would recommend describing your operating mode, what you do well (TSA/ASD : I have a deep sense of detail that allow me to see anomalies in every process – TDAH/ADHD : I am very good at managing crisis and I have a very high reactivity etc…). You may be able to express your effort zones during the interview and see if the organisation is sensitive to that.

• If you struggle in your everyday work, I’d recommend to share your neurodivergence so you can benefit from adjustments/accomodations and maybe ask for a disability recognition. 
• If your working conditions are fine for you, then I’d recommend to explain first your operating mode because labels can be perceived with stereotypes when people are not trained. Give them the « user guide » so they can understand you better. This is a good exercice for you to develop self awareness. And even if you tell them that you’re autistic for instance, they won’t be able to understand what it means in the everyday collaboration. But if you explain that it’s difficult for you to read the emotions, understand the implicit, and what is not said clearly, you are giving them a direct key to understand some of your behaviors and be more explicit on their side. 
•  If you see the benefits of this approach, and the psychological space is safe, then you may want to share it with them.