In a recent LinkedIn post, Suzanne Lucas explores the often-underestimated value of neurodivergent individuals in the workplace, drawing from her own experiences and advocating for a more inclusive business environment. Lucas, who runs her own business, speaks at conferences, teaches improv, and manages a busy family life, uses her multifaceted existence to illustrate a broader point about how societal structures can sometimes overlook or undervalue different ways of thinking.
Lucas begins by listing a wide array of her accomplishments and responsibilities, ranging from hosting a large virtual HR conference to teaching a Sunday school class. She then juxtaposes this with a list of things she does not do, such as keeping kitchen cabinets shut or folding laundry immediately. This contrast serves to highlight that her ability to manage complex professional tasks is not diminished by these perceived minor domestic oversights.
“I have a lot of knowledge, skills, and abilities, and I also have a brain that is a bit neurospicy.”
According to Lucas, this “neurospicy” brain is not a hindrance but a significant asset. She explains that such minds can quickly connect concepts, identify overlooked patterns, and recall seemingly trivial information that later proves crucial for problem-solving. As she notes, this cognitive style is of high value, even if traditional business environments are not always structured to accommodate it.
The Business Case for Neurodiversity
Lucas argues that businesses often cater to conventional modes of operation, which can inadvertently exclude individuals who think differently. She emphasizes that while some employees might be meticulous about household tasks or deadlines, this does not necessarily correlate with their ability to excel professionally.
“My brain is of high value, but businesses are often set up to support people whose kitchen cabinets are shut and who pay their taxes by April 14th at the latest,” Lucas writes. She points out that her own perceived “quirks” have never impeded her professional capabilities.
Recognizing and Leveraging Different Thinking Styles
The core of Lucas’s message is an encouragement for businesses to recognize and actively support neurodiverse employees. She advocates for creating environments where diverse thinking is not just tolerated but celebrated for the unique perspectives and innovative solutions it can bring.
“All this was a very long way of saying, if you have a neurospicy brain or you have employees who think differently than you do (hint: that’s everyone), you don’t want to miss Kristen A. Pressner’s presentation on neurodiversity in the workforce on Monday!”
In her post, Lucas specifically promotes an upcoming presentation by Kristen A. Pressner, founder of Brain Friend, which focuses on supporting neurodiverse individuals. This highlights Lucas’s commitment to actionable steps companies can take to foster a more inclusive and productive workplace. She stresses the urgency for registration for the “Spring Forward HR” event, framing it as an essential opportunity for anyone interested in understanding and harnessing the power of neurodiversity.
“Kristen runs Brain Friend, which is all about supporting neurodiverse people so that our skills can benefit your business.”
By sharing her personal insights and advocating for a broader understanding of neurodiversity, Suzanne Lucas encourages a shift in perspective, urging businesses to look beyond conventional norms and embrace the full spectrum of cognitive abilities within their workforce. She concludes by emphasizing the limited time remaining to register for the event, underscoring the importance of the topic.
📝 About This Content
This article is based on insights shared by Suzanne Lucas on LinkedIn.
📅 Originally posted on March 6, 2026 | View original post on LinkedIn →