Thinking Differently: Is This What Business Needs to Survive the Future?

We are no longer preparing for the “future of work”; we are in it.

And it’s changing faster than most of us can keep up.

By 2030:

• 170 million jobs will be created

• 92 million will be lost

• 39% of current skills will be outdated

• 59% of workers will need reskilling - yet 1 in 5 may not receive it

The World Economic Forum’s Future of Jobs Report highlights a shift towards skills like AI, data analysis, systems thinking, and creative problem-solving.

But what do these skills really require?

Different ways of seeing the world. Different ways of processing information.

That’s where neurodivergent individuals come in.

Neurodivergent minds, autistic, ADHD, dyslexic and beyond, are naturally inclined to question assumptions, detect patterns, and problem-solve from angles others may never consider.

They bring agility, creativity, and system-level thinking, not in spite of their difference, but because of it.

Yet despite their potential, neurodivergent individuals face significant barriers in the workplace:

• Only 3 in 10 autistic adults in the UK are in employment, compared to around 8 in 10 adults in the wider population

• Adults with ADHD are 30% more likely to face ongoing employment challenges, and 60% more likely to be dismissed from a role

In a world increasingly shaped by AI and automation, where abstract logic, ambiguity, and lateral thinking are at a premium, we must ask:

If the future of work depends on a wider range of thinking styles… why aren’t we prioritising and building teams that reflect that full diversity of minds; neurodivergent and neurotypical alike?

AI systems process information in ways that fall outside traditional human thinking, identifying patterns, making non-linear connections and navigating complexity.

Many neurodivergent individuals do the same. That difference holds real value.

They thrive in ambiguity.

They challenge the status quo.

They learn differently, solve differently, and think differently.

If businesses are to adapt, innovate, and survive; it’s time to stop looking for ‘culture fit’ and start building teams with true cognitive diversity.

Let’s not just reskill the workforce.

Let’s reframe what valuable thinking looks like.

Because the future doesn’t belong to those who fit a mould. It belongs to teams built on a diversity of thought, working together to solve what comes next.