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Autism is not a cause of violent behaviour. Here is what the research actually shows, why courtroom narratives harm autistic employees, and what HR should do about it.
Fire, police, and ambulance services contain high concentrations of neurodivergent professionals. Rigid systems are losing the people who perform best.
Defence environments contain high concentrations of neurodivergent professionals. Security culture inadvertently suppresses the talent it relies on.
Sales environments attract neurodivergent talent in significant numbers. Without support, the same traits that drive success create high burnout risk.
Retail and hospitality employ more neurodivergent people than almost any other sector. High sensory environments create disproportionate burnout.
Rail and transport operations depend on consistent performance in high-consequence environments. Cognitive diversity is present across all roles.
The legal profession has one of the highest concentrations of neurodivergent talent and some of the most entrenched cultures of masking.
Engineering environments combine high technical demand with rigid processes. Neuroinclusion unlocks performance in safety-critical settings.
Contact centres have some of the highest neurodivergent representation and highest attrition rates. The combination is not coincidental.
The third sector employs a disproportionately high number of neurodivergent people. High commitment is masking high risk.
Large corporate environments contain high concentrations of neurodivergent talent and the most entrenched systems. The gap is a design problem.
White paper explaining how ADHD influences workplace behaviour and practical strategies organisations can use.
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