Graphic 1: Research Research on Neurodiversity in the workplace is relatively new. Most of the sources I discovered were written or compiled within the last five years. There seems to be a larger social and scientific focus on mental health and Neurodivergent conditions in a professional office setting. This is helpful as we build more awareness, resources, and dialogue surrounding these topics. It also means that there are misconceptions that need to be addressed and clarified. I wanted it to be clear that Neurodiversity is a separate aspect from Mental Health. Taking care of one's mental health is important, but Neurodivergence is a specific part of mental health that not everyone experiences. Research highlighted in Neurodiversity In The Workplace: Interests, Issues, And Opportunities (Edited by Susanne M. Bruyère and Adrienne Colella. 2022.) showed that investing in a strong diversity climate was advantageous for employees and organizations. It has been shown to improve productivity and morale; not just in those who identify as Neurodivergent but for everyone. The phrase " a rising tide raises all boats " was used to reference this effect and it describes the idea that support doesn't mean just approving accommodations for those that need them. Support encompasses making the workplace a more positive place for all so that people feel welcome and productive. The HR Life Cycle (shown below in Graphic 2) displays the many aspects of the workplace and those are the areas in which we can examine how Neurodiversity can be supported. Large companies involved in the studies from Neurodiversity In The Workplace like Microsoft, IBM, and Hewlett Packard have already made strides to support Neurodiversity in many areas of the HR Life Cycle. 23