Source: Fortune
Summary
Clinical psychologist Daniel Wendler argues that companies often fail to accommodate neurodivergent employees not out of malice, but because they are designed for neurotypical needs. He uses the example of a polar bear in the wrong climate to illustrate the problem. Wendler suggests that companies can unlock the talent of neurodivergent employees by making simple changes, such as adjustable lighting and quiet zones. According to a 2025 EY survey, only 25% of neurodivergent employees feel included at work, and 39% plan to leave their jobs within the year.
Our Reading
The numbers tell one story.
Wendler’s polar bear analogy is a clear illustration of the problem. Companies like JP Morgan and Microsoft are already making changes to accommodate neurodivergent employees. The business case is straightforward: become a leader in this area and gain a competitive advantage in attracting talent. Wendler’s message is clear: don’t question an employee’s motivation or fit, ask if they’re a polar bear in the desert. The numbers back him up: 18% of neurodivergent respondents are “suppressed talents” who can’t perform at their potential due to structural workplace mismatches.
Wendler’s solution is not to reinvent the workplace, but to apply universal design principles that benefit everyone. It’s not about being a good corporate citizen, it’s about being a smart business leader.
As Wendler said, “If your company becomes a leader in this area, you’ll immediately leapfrog over two-thirds of your competitors.” That’s a compelling argument for companies to take action.
Author: Evan Null
