Episode 42: Neurodivergent thinking is a business strategy, not a sympathy play: discussion with Robert Annis
Published on 22 July 2025 • Hosted by Dr Lisa Colledge
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Neurodivergent thinking is a business strategy, not a sympathy play: discussion with Robert Annis
You want risk-free growth, ideally at about 4%. But what if the very skills your business is missing to be able to deliver this are the ones you're accidentally screening out?
That’s the challenge I explore in this episode of Culture by Neurodesign, with organizational psychologist Robert Annis.
This isn’t a conversation about accommodations or awareness campaigns. It’s a strategic deep dive into how moving beyond a conformist attitude to what-good-looks-like, by attracting autistic and other neurodivergent thinkers to your organization, reshapes what’s possible for teams, leaders, and organizations.
Here’s what we unpack:
Autistic strengths beyond the tech stereotype
Autistic people don’t only “fit” well in tech roles. From legal analysis to intelligence work, we discuss unexpected matches that emerge once people are given the chance to contribute in their way.Cognitive diversity as an innovation engine
Neurodivergent minds aren’t liabilities. They’re powerful drivers of experimentation, insight, and fresh thinking, when your organizational culture welcomes differences and makes space for them.Why process can be the problem
Fear often causes leaders to overengineer their way into stagnation. What looks like “rigor” can stifle initiative and creative risk-taking, especially from those who think differently.Signs of a real cultural shift
From UK’s GCHQ to forward-looking businesses, some leaders are starting to understand the competitive advantage offered by integrating neurodiversity into their organizations.
Neuro-inclusion isn’t about being nice. It’s about being smart.
If you’re only designing roles and team behaviors around a narrow band of neurotypical skills and traits, you’re losing out: on talent, ideas, and long-term performance.
As Robert and I discussed, the goal for leaders in modern organizations should be to build a culture where different brains aren’t just tolerated, but welcomes as a strategic way to sustainably improve outcomes.
Find out more about NEURO, the charity Robert and his wife have launched here.
