Sometimes I wonder: Will people take me seriously as a professional if I’m too human? Will they want to work with me if I’m too authentic? And is this shirt just a little too bright and expressive?
The irony is that I spend my career helping organisations create inclusive cultures. Yet many of us, particularly those who are neurodivergent, LGBTQIA+, or simply different from the expected norm, can feel pressure to fit a particular image of professionalism.
But perhaps the real question is this: what does it mean to be “normal” anyway? As conversations about neurodiversity, autism, ADHD, dyslexia, workplace inclusion, and authentic leadership become more visible, many people are beginning to recognise that human beings are far more varied than traditional systems have allowed for. Understanding neurodiversity is not about putting people into boxes.
It is about recognising that people experience the world differently, and that difference is a natural part of being human. You know what? Humans aren’t fixed. And that’s where fluidity comes in.
F is for Fluidity
Are We All “On the Spectrum”?
While everyone has preferences, strengths, challenges, and quirks, that doesn’t mean everyone is neurodiverse. However, the question points to something important: human beings exist across a wide range of experiences, capacities, and ways of thinking. Neurodiversity asks us to recognise and respect those differences rather than expecting everyone to fit a single standard.
A bold pop art interpretation of the spectrum, celebrating neurodiversity, individuality, and the many ways people think, learn, communicate, and experience the world.
The Myth of Consistency
One of the most common questions people ask is, “What is a neurodivergent person like?”
The answer is simple: there is no single answer. People often search for ways to identify neurodivergence by looking for specific behaviours, communication styles, or personality traits. They ask how neurodivergent people behave, how they communicate, or what signs they should be looking for.
The challenge is that neurodiversity is not a personality type. Autistic, ADHD, dyslexic, dyspraxic, and other neurodivergent people are incredibly diverse. For autistic, ADHD, and dyslexic people, we all have our own spectrumy quirks.
Some people love routine. Others seek novelty. Some communicate directly. Others communicate more indirectly. Some thrive in groups. Others need solitude to recharge.
The search for a single definition often misses the reality that people are shaped by context, environment, relationships, and experience.
Fluidity Is Human
The same person can show up differently from one day to the next.
Energy changes.
Focus changes.
Confidence changes.
Capacity changes.
An autistic person may feel highly social in one environment and exhausted in another.
Someone with ADHD may experience periods of intense focus followed by moments where concentration feels impossible.
A dyslexic professional may deliver an outstanding presentation while still finding certain written tasks challenging.
These differences do not mean someone is inconsistent.
They mean they are human.
Fluidity and Identity
Fluidity can also be part of LGBTQIA+ experiences.
For some people, identity, expression, relationships, or the language they use to describe themselves may evolve over time. Others experience a stable identity throughout their lives.
Both experiences are valid.
What matters is recognising that people should have the freedom to understand and express themselves without being forced into rigid categories.
Inclusive communities make room for that exploration.
Why This Matters at Work
Many workplaces still reward sameness.
They often assume that everyone communicates, learns, socialises, and works in similar ways.
But inclusive organisations understand that difference is not a problem to solve.
It is an asset to embrace.
When organisations create flexibility around communication, working styles, leadership, and collaboration, they create environments where more people can contribute their best work.
This benefits neurodivergent employees.
It benefits LGBTQIA+ employees.
It benefits parents, carers, disabled people, and ultimately entire teams.
Because the most effective systems are not rigid.
They are adaptable.
The Real Question
Perhaps the most important question is not:
“How do neurodivergent people behave?”
Instead, it is:
“How can we create systems that allow different kinds of people to thrive?”
The future of inclusion is not about expecting people to fit into a mould.
It is about recognising that people are dynamic.
People evolve.
People adapt.
People change.
And transformative systems make room for that reality.
Frequently Asked Questions
What is neurodiversity?
Neurodiversity recognises that human brains naturally think, learn, communicate, and process information differently.
Can you be neurodivergent but not autistic?
Yes. Neurodivergence includes autism, ADHD, dyslexia, dyspraxia, Tourette’s syndrome, and other neurological differences.
How do neurodivergent people behave?
There is no single way neurodivergent people behave. Behaviour varies between individuals, environments, and circumstances.
### Why does everyone seem neurodivergent now?
Awareness, research, and representation have increased, helping more people recognise and understand their experiences.
About the Author
Ginny Evans-Pollard is the founder of Empauher, a neurodiversity and LGBTQIA+ inclusion consultancy helping individuals and organisations create more inclusive, human-centred systems. With over 20 years of experience in education, coaching, leadership development, and inclusion, she specialises in neurodiversity, psychological safety, authentic leadership, and transformative systems thinking.
What Resonates With You?
Where do you experience pressure to be more consistent than is realistic?
Share your thoughts in the comments.
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Together, we can build systems that make room for change, authenticity, and belonging.