Autism at Work:
twofold x Sanitas

Changing the world. One mind at a time.

(TLDR) The myth that neurodivergent individuals lack empathy is not just oversimplified - it's fundamentally flawed. Our latest blog post delves into the nuances of empathy, challenging misconceptions and highlighting how societal norms can distort our understanding of this complex emotion. Learn to embrace a more nuanced view of neurodiversity and empathy, recognizing the unique strengths and perspectives neurodivergent individuals bring to our world.

We’re proud to share that our Strategy Director Michael and CEO Noé were recently featured in the latest issue of Sanitas health magazine, talking about autism, ADHD, and what it actually means to build inclusive workplaces that work for everyone. The article covers Michael’s late-in-life autism diagnosis, his work in media forensics, and the everyday realities (and possibilities) of working while neurodivergent in a world that still expects sameness.

Michael’s story: from assumptions to impact
‍Michael didn’t receive his autism diagnosis until nearly 50. By then, he’d already spent decades navigating environments that didn’t quite make space for how his brain worked, even though his brain was exactly what made him good at what he does.

As a media forensic analyst and strategist, Michael’s ability to spot patterns in data, pick up on detail, and absorb information like a sponge is what makes him invaluable to our team. These aren’t "symptoms" to be worked around, they’re competitive advantages. But they’re only able to shine when the environment is right.

So, what makes that environment?
‍At twofold, we’ve intentionally built systems that support all kinds of thinkers:

• No endless, unstructured meetings
• Clear communication, with room for difference
• Work flexibility, with a lot of structure in the office, less in hybrid-mode or completely free being remote
• Space to focus, move, stim, pause, recharge - whatever works

Highlighting a key statistic, Noé notes, "If 20% of our society is on the spectrum, you'll likely find that ratio reflected in management levels too." This comment underscores the importance of recognizing and nurturing neurodivergent talent at all levels of an organization.

The podcast also touches on the significance of acknowledging the limitations in current inclusion practices and the steps necessary to sensitize both neurotypical and neurodivergent individuals about each other's talents. Noé advocates for strategic investments in diversity initiatives, such as job coaches, to enhance workplace inclusivity.

This engaging discussion provides practical recommendations for daily leadership and highlights the critical role of investments in promoting diversity. For leaders and managers seeking to foster an inclusive environment, Noé’s insights are invaluable.

👉 Dive into the full podcast to gain deeper understanding and actionable strategies to leverage neurodiversity in your leadership approach.

Listen to the full podcast here

• McKinsey: Ethnically and culturally diverse companies are up to 36% more profitable
• Harvard: Cognitive diversity speeds up problem-solving by 35%
• Deloitte: Inclusive orgs see 83% higher employee engagement and 42% better collaboration

This is what inclusion looks like
‍We’re not interested in tokenism. We’re not here for buzzwords. We’re here to build workspaces where neurodivergent talent isn’t hidden, managed, or “accommodated”, it’s seen, heard, and valued.

Read the full article on page 26 of the Sanitas magazine:
Unsere Sinne – Sanitas Magazin