It seems like almost every week, another woman entrepreneur publicly shares her story about being under the neurodivergent umbrella.
Inspiring leaders like Celeste Barber, Steph Claire Smith (KIC), Mamamia’s CEO Mia Freedman, and The Digital Picnic founder Cherie Conan are proof that neurodivergence is not an obstacle to achieving success, when working in an inclusive environment.
But here’s the thing: With 1 in 5 of us identifying as neurodivergent, the myth that ‘neurodivergent = genius’ has picked up its own momentum, creating a wave of well-intentioned but deeply simplified narratives. Claiming that neurodivergence is a ‘superpower’ in business — a magical edge that sets some founders apart — is not the reality for most neurodivergent people and doesn’t help with fostering a broad understanding of neurodiversity.
As a founder who is neurodivergent, I can tell you that, yes, neurodivergence can be a strength.
Of course, I can only speak to my own lived experience. But neurodivergence isn’t some automatic ticket to success. On the contrary — it’s a source of both strength and challenges, including managing sensory overload to finding ways to stay focused. So, let’s go beyond the myth and take a closer look at what it really means to lead as a founder who is neurodivergent.
Myth #1: All founders who are neurodivergent have the same strengths
Truth: Neurodivergence is as diverse as the people who experience it.
While many assume that high emotional intelligence or creative problem-solving is standard for neurodivergent individuals, the reality is far more nuanced. If you’ve met one autistic person, you’ve met one autistic person.
Some founders thrive in high-stimulus environments, while others — myself included — find that sensory sensitivities, a heightened reaction to noise, light, and crowds, can make certain workspaces intolerable.
As Sonny Jane Wise describes in The Neurodiversity Smorgasbord, neurodivergence is “an alternative framework for understanding differences outside of diagnostic labels”. It’s a powerful perspective that recognises the variety within neurodivergent experiences and challenges the limiting assumptions often attached to diagnostic terms.
During my time with Techstars, I worked in an open space with harsh overhead lighting that caused migraines and disrupted my focus. When I spoke up about the issue — a request many might not consider ‘normal’ in a work setting — I was incredibly grateful that Managing Director Kirstin Hunter and the team listened, and installed dimmer controls to allow me to adjust parts of the office lighting.
Interestingly, everyone in the office preferred the softer lighting, finding it better than the original bright overhead lights. This highlighted the importance of equity, and creating environments that truly support diverse needs, not just the average. For them, it was a nice-to-have, but for me, it was essential.
There’s no ‘one-size-fits-all’ solution for neurodivergence, and standard workplace setups often miss the mark. True inclusion means listening to the needs of individuals and creating spaces that allow them to thrive. Remember that Instagram and LinkedIn are manicured highlight reels. You cannot judge someone’s support needs by what you see on the surface.
Myth #2: Being neurodivergent gives you a competitive edge
Truth: Neurodivergence, alone, doesn’t drive success.
Neurodivergence only becomes a strength when it’s understood, supported, and managed with intentionality. This requires unique strategies that differ from mainstream productivity hacks.
Many neurodivergent founders I know also use a strategy called time-boxing — setting a strict time limit on tasks — which involves breaking the day into structured blocks, including time to lie down to rest and recover. I do that often! One of my personal best-kept productivity secrets is ‘body doubling’. This simply means having someone work alongside you, either in person or virtually, and it makes a huge difference in terms of concentration. It might sound simple, but having another person present, even if they’re doing their own thing, helps me stay focused.
Then there’s the challenge of Rejection Sensitive Dysphoria (RSD). For many neurodivergent people, perceived criticism feels intensely personal, which can make the feedback-driven world of entrepreneurship especially tough. We are not thin-skinned; RSD is an emotional response that requires conscious management and support to navigate.
I’ve found that creating a ‘cheerleading squad’ — a trusted circle that provides constructive feedback — has been crucial for me. Without this type of support, investor meetings, tough decisions, and high-stakes conversations could become isolating quickly.
Neurodivergence can be an asset, but only with the right awareness and tools in place.
Myth #3: People fully understand what it means to be neurodivergent
Truth: Most people don’t.
We’re seeing more and more discourse and conversation around neurodivergence, and understanding is increasing. That’s a good thing, but it doesn’t mean all neurotypical people can fully understand neurodivergent diverse lived experiences.
Being a founder who is neurodivergent can be isolating, especially when the expectations others place on us don’t match our reality. Research shows a higher rate of burnout among neurodivergent individuals, and founders are no exception. Yet the narrative of ‘neurodivergence as a superpower’ often glosses over the diversity of experiences and the emotional and mental toll that many of us face daily. The high rate of burnout among neurodivergent individuals isn’t just a result of working long hours. Many of us are constantly navigating sensory and social environments that feel overwhelming, leaving us with little energy left at the end of the day.
For instance, attending networking events or handling back-to-back meetings can feel like a marathon. This sensory overload isn’t something you just ‘power through’; it accumulates and contributes to burnout if it’s not managed carefully.
For many, isolation starts early. Neurodivergence is misunderstood and often undiagnosed until later in life. Many of us have spent years ‘masking’ — presenting a version of ourselves that’s easier for others to understand, but exhausting to maintain.
But masking isn’t just tiring; it’s a key contributor to burnout, especially in high-pressure environments like entrepreneurship. The need to constantly ‘fit in’ while managing sensory sensitivities, emotional responses, and perfectionism can make burnout feel inevitable.
Personally, I’ve found that my resilience and productivity come from working in ways that honour my needs — from designing sensory-friendly workspaces to relying on body doubling to create a rhythm that supports my strengths without pushing me to burnout — instead of trying to fit into a rigid mould.
Founders who are neurodivergent aren’t just quirky geniuses with a hidden advantage. We’re individuals managing a blend of strengths and sensitivities, assessing our needs, and constantly adapting to a world that wasn’t built with us in mind.
True understanding requires us to move beyond stereotypes and embrace the intersectionality within neurodivergence; acknowledging that some of us have higher support needs or overlapping identities.
To build genuine understanding around neurodivergence, we need to acknowledge these realities, and not just when sharing our individual journeys. It’s time to evolve entrepreneurship as a whole to make it more inclusive, creating environments where founders with all kinds of neurodivergent traits can thrive.
For me, this mission goes beyond my personal journey. It’s about making the world a better place for my daughters, especially Zoe, who is autistic.
Acting earlier, building understanding, and creating truly inclusive environments are steps that will help neurodivergent individuals feel supported from the start. And for those of us in the entrepreneurial world, let’s take what we know today and build environments where every founder can bring their whole self to the table. We all have a role to play in creating a world that’s more inclusive for everyone.
With 1.6 billion people worldwide who are neurodivergent (and this number is rising), the opportunity to create a more inclusive, neurodiverse world is right in front of us.
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