The workplace is increasingly recognized as a space where diversity is not only embraced but also strategically utilized to drive innovation, creativity, and productivity. Among the various dimensions of diversity, neurodiversity—referring to the natural variation in neurological functioning among individuals—has gained significant attention. The term, first introduced by sociologist Judy Singer in the late 1990s, encompasses individuals with conditions such as autism, attention deficit hyperactivity disorder (ADHD), dyslexia, and other cognitive differences (Singer, 2016). These conditions, often considered disabilities in traditional contexts, are now viewed as valuable assets in workplaces that foster inclusion.