I read a book last weekend. It was How to Think About AI by Richard Susskind, and, together with others that I have read, it left me feeling a little clearer on the excitement that surrounds AI (Artificial Intelligence), with its known and unknown potential. I continue to feel more than a little uncomfortable about the enormity of the challenges we face with AI – of relevance, ethics and energy consumption when it comes to how it is developed and operates. In this article I am sticking to my lane and reflecting on the implications when it comes to AI with a neurodiversity lens, and about the relevance that can be achieved with inclusive and thoughtful intent when thinking about talent.

AI is likely to transform how we hire, evaluate, and engage talent; it’s happening already. From algorithmic resume screening to automated video interviews and productivity tools, AI offers powerful opportunities to enhance workplace inclusion, especially when designed with a broad range of human experiences in mind. And for its full potential to be realized and optimal results achieved, we need to ensure these tools also support neurodivergent talent.

Neurodivergent individuals—those who think and process information differently, including people with autism, ADHD, dyslexia, and more—bring unique strengths to the workplace. AI can play a pivotal role in enabling more equitable access to opportunities and tailoring environments that allow diverse minds to thrive. To do this, we must consciously design systems that are inclusive by default.

Many AI-driven hiring tools rely on patterns based on past candidates. Without careful attention, this can risk replicating narrow definitions of success. But the good news is that AI, when thoughtfully applied, can help break these molds, and thinking with inclusivity in mind will ensure organizations are making choice that are both effective and ethical.

For example, tools can be configured to prioritize skills over traditional career trajectories or offer asynchronous, written alternatives to video interviews—benefiting not only neurodivergent candidates but many others. Productivity platforms can evolve to value outcomes over activity tracking, recognizing that focus, creativity, and problem-solving don’t always follow linear patterns.

When inclusivity is built into AI, it becomes a force multiplier: reducing bias, expanding access, and enhancing talent discovery. Rather than reinforcing old norms, it can usher in a more adaptive and human-centered era of work.

AI has the potential to dismantle barriers, not build them—if we design with intention.

The best tech is shaped by those who use it. Engaging neurodivergent people in the design and testing of AI tools ensures that systems reflect a variety of needs and working styles. This isn’t just inclusive—it’s smart design.

Neurodivergent employees and candidates can be keen adopters of technology. Many may embrace automation, clarity, and asynchronous communication—tools that minimize ambiguity and allow individuals to operate at their best. By incorporating their insights, organizations can create systems that are not only fairer but also more intuitive and effective for all users.

Including these perspectives from the ground up helps avoid unintended consequences and makes inclusion a feature— rather than a retrofit.

When we reimagine AI through a neuroinclusive lens, the workplace becomes more flexible, humane, and productive for everyone. Inclusive AI includes:

• Offering choices in how people apply and engage, such as video or written formats
• Creating interfaces that reduce sensory overload, with customizable layouts and quiet modes
• Auditing systems regularly to ensure they support equity and access
• Designing for flexibility, allowing individuals to showcase their strengths in ways that suit them best
• Embedding transparency and explainability, so users understand how decisions are made 

These aren’t just nice-to-haves—they’re features that make work more inclusive, resilient, and future-proof.

Forward-thinking organizations are already leading the way. Some companies now allow applicants to opt out of video assessments and complete written challenges instead. Others have built platforms that offer custom onboarding experiences, adaptive learning pathways, and interface personalization—all of which support neurodivergent success.

Vendors, too, are starting to see inclusion as a product differentiator. AI solutions that are more transparent, customizable, and sensitive to cognitive diversity are gaining traction in the marketplace. These innovations aren’t fringe—they’re fast becoming essential to ethical, scalable talent solutions.

The opportunity ahead

Neurodiversity is a wellspring of innovation, insight, and creativity. When AI is built with inclusivity in mind, organizations gain a deeper, more diverse talent pool and tools that reflect the richness of human potential.

AI isn’t inherently biased—it reflects the intentions behind its design. By embedding neuroinclusive thinking from the outset, we move beyond accommodation toward environments where all kinds of minds can excel. This shift can spark a broader transformation, where difference is not just accepted, but valued as a driver of success.

As we integrate AI more deeply into our workplaces, we have a tremendous opportunity: to build systems that elevate everyone’s contributions, especially those who have traditionally been misunderstood or overlooked.

It’s not about lowering standards—it’s about redefining excellence in ways that capture the full spectrum of human ability. Neurodivergent individuals have long been underrepresented in the workplace not due to lack of talent, but due to systems that fail to see or support their strengths. With AI, we can change that.

By listening, learning, and designing with intention, we can ensure AI doesn’t just reflect the world as it is—but helps shape a more inclusive and empowered future of work. For neurodivergent talent and beyond, that’s a future well worth building. 

Let’s harness AI that is relevant, not just as a tool for efficiency, but as a catalyst for equity and innovation—where every mind has a place, and every contribution counts. 

Leaders who invest in inclusive AI are investing in smarter systems, broader talent pipelines, and stronger business performance.