Hey, CEO! Pay close attention. My son is speaking.

I‘m working at home when I hear the front door being flung open with a crash. Raphael and my wife have just returned from school, and Raphael is in tears. I embrace him warmly as he bursts in, his eyes a pool of sadness, frustration and rage.

“It happened again!” he says exasperated. “I thought you spoke to Mr Smith about it!”

Later, I call Mr Smith, Raphael’s teacher.

“He tells me that Math today was so noisy that he couldn’t follow the work. He tried to copy what you did on the board but got too nervous, and he says he cried, but nobody helped him.”

Mr Smith reassures me that it was ‘animated’ but certainly not noisy, and everyone appeared to be able to follow the work. As for Raphael crying, perhaps he was anxious about something else or didn’t get a good night’s sleep.

I used to be a high school teacher, and I remember parents contacting me with verbal accounts from their children that differed wildly from what I knew happened. I thank Mr Smith for his thoughts and finish the call with a polite request to keep a closer eye on him tomorrow.

Let’s start with the obvious. I know my son. He is ten. He is intelligent, curious and loving. He makes interesting and unexpected connections and solutions that sometimes blow me away. He likes to discover things about the Earth, space and geographical oddities on maps. He is fluent in English and Portuguese. He prefers a routine and 1 on 1 interactions. Loud noise or lots of people talking is stressful and tiring for him. He lacks the spatial awareness that his peers have, and when he falls over, tends to fall very badly. He avoids football like the plague. He hugs very tightly and hates clothes tags. His spelling is…creative.

He is neurodivergent.

At school, until recently, a label like ‘neurodivergent’ would be accompanied by other labels. Low Attainer or Low Ability Learner, for example. The clear message here is that the students are low attainers because of their neurodivergence. A more accurate description would be that curricula and some teachers lack the awareness and ability to differentiate and value neurodivergent learners. Q.E.D, they are the low attainers.

Fortunately, things are starting to change in our educational establishments. And, to a greater or lesser extent, the same is happening in business.

That’s why, despite being diagnosed with Sensory Processing Disorder (I dislike the word disorder), I see a bright future for my son. Because he, like every other neurodivergent, has a gift. The natural ability to think differently.

As the world changes, turbo-charged with AI, the challenges on the horizon are rushing toward us at a breakneck pace. The nature of these challenges are complex and perhaps no area of human endeavour faces them more acutely than the Earth Sciences and geopolitics.

How can we predict and mitigate the worst effects of climate change? How can we forge the type of alliances that will bring about an equitable and just energy transition? How can we elevate a population’s mindset and feelings about the planet that will shift behavioral patterns and increase sustainability? How can we break down barriers with traditional enemies and forge a common future?

Epic questions, to be sure. And there is only one way to get the wrong answer: business as usual and thinking inside the box.

Luckily, no matter how hard his traditional school tries, my son cannot think inside the box. He can’t even try. Example:

Teacher: Can anyone remind me why beaches often have sand on them?

Raphael: The Moon.

Teacher: Not quite, Raphael. Can anyone help him out?

Child: Coastal erosion.

Teacher: Exactly, so…

Raphael: Coastal erosion is controlled by the tides, which are primarily controlled by the Moon’s orbit around the Earth. So if it weren’t for the Moon, we wouldn’t have sandy beaches. And because sand makes glass, none of the windows in this classroom would be here if it weren’t for the Moon. And if it weren’t for windows, then…

Teacher: Thank you, Raphael. I see your point!

As we hunt for solutions to society’s pressing problems, neurodivergent thinking becomes a critical skill and a limited resource possessed by a minority. Each type of neurodivergence brings to the table qualities that frequently overlap. Hyperfocus, perseverance, outstanding communication, lateral thinking, creativity, pattern recognition…the list goes on.

Dyslexic thinking, for example, is now officially recognized as a skill on LinkedIn, and dictionary.com confirms it will enter dyslexia as a ‘valuable and vital skill set’. As the origin and threats to national and cybersecurity become ever more complex and nuanced, intelligence agencies go out of their way to target neurodivergents. Apple and Microsoft, in their constant attempt to outdo each other, employ neurodivergents to innovate further and faster. And with the advent of AI, it is widely accepted that integrating divergent human thinking and machine learning produces the most potent and sideways solutions.

This is now.

And what of the institutes and industries that deal with planetary affairs? They urgently need to play catch-up. Diversity and inclusion are given platitudes and lip service. Progressive companies may establish internal working groups to better understand the needs of neurodivergents and offer a more flexible and empathetic working environment without prejudice.

Sorry. Did I catch you yawning? That’s probably because yawning is contagious and you felt me yawning towards the end of that last sentence. You’ve heard it all before and it’s boring.

It’s time for the pen-pushers to roll up their sleeves and seize the opportunity that others already have. Neurodivergent thinking should no longer be accommodated in some bland equal opportunities policy. At the behest of CEOs, HR should actively seek and identify individuals who possess divergent qualities.

Please allow me to blow my trumpet for just a moment. Here is a snippet from my company’s recent job advertisement.

“We find that this position could be a good fit for individuals with ADHD, Dyslexia and other individuals with a predisposition for thinking outside the box. We prize the distinctive viewpoints and talents each individual contributes to our ensemble.”

I recently showed this to an executive from a global mining major. He raised his eyebrows, then frowned. “We’ve got nothing like that. I think we should.”

Last, I want to state the obvious. There is nothing inherently special about neurodivergent people. They are just people. Their skill sets are special, and luckily, they are easily learnt. Those with physical disabilities are an excellent demonstration. Faced with often overwhelming day-to-day challenges, they have developed powerful lateral thinking abilities and incredible resilience. Any company that sees these people as anything but assets deserves to fail. In fact, in the long run, by ignoring divergent thinking, they are paving a path to insolvency.

Raphael is feeling better. His tears have dried, and he now says he’s hungry. I’ve always found that listening and making him feel validated and appreciated are the best ways I can help. After that, I can start to break down his fears and build up his confidence.

Like any parent, I look forward to and dread the day when he becomes all grown up. But I know the world needs people like him. People with love in their hearts and minds to match the future’s obstacles and opportunities.

#NeurodiversityStrengths #BeyondTheBox #CreativeMinds #NatureConnected #InclusiveEducation #ThinkDifferently #FutureInnovators #EmpowerNeurodiversity #DiverseMindsLead

Peggy Bell Alex Foty, CFA Kate Griggs Richard Branson Laurie Reemeyer Leah Lynham Dianne Amos Pete Loader James Gilbertson John Spring Suzy Urbaniak OAM Campbell McCuaig Adam Sokolowski