Let’s be honest: most workplaces still aren’t built for people who think differently.

In this episode of Job Search for High-Performing Misfits, host Melissa Vining is joined by Judy Katz, founder of Neurodivergent Working, for a real conversation about what it actually takes to create inclusive, flexible, and accessible work environments.

They talk about the experience of being neurodivergent at work—especially if you were diagnosed later in life—and how so many hiring processes unintentionally push great candidates out. Judy breaks down the barriers, the biases, and the better ways forward for both job seekers and employers.

What You’ll Learn:

• What terms like “neurodivergent,” “neurotypical,” and “neurodiversity” actually mean
• Why so many high-performing misfits are late-diagnosed—and what that means for their careers
• How the hiring process excludes neurodivergent candidates (often unintentionally)
• Common red flags in workplace culture—and how to spot green flags instead
• Why small companies may be better at inclusion than big-name brands
• How remote work, flexibility, and clear communication support everyone—not just neurodivergent people

Guest Bio:
Judy Katz is an AuDHD+ speaker, trainer, coach, and consultant who helps organizations become more neuroinclusive and neuroaccessible. She specializes in designing inclusive learning and communication experiences that unlock the potential of neurodivergent talent—not to check a box, but to build stronger, more effective teams. With decades of experience in leadership development, accessibility, and DEI, Judy has worked with clients across industries and professional associations. She holds an MBA in organizational development and an MEd in instructional design, and is the founder of Neurodivergent Working.

Connect with Judy:
https://www.neurodivergentworking.com/
https://www.linkedin.com/in/judy-katz/ 

Episode Timestamps:
00:00 – Introduction
01:30 – Meet Judy Katz & the story behind Neurodivergent Working
03:15 – Defining neurodivergent vs. neurotypical vs. neurodiversity
06:07 – Why hiring is often inaccessible (and how to fix it)
10:55 – The impact of AI on neurodivergent applicants
13:24 – Should you use AI to edit your writing?
17:35 – The benefits of hiring neurodivergent employees
25:01 – What neurodivergent-friendly workplaces actually look like
29:17 – Toxic culture vs. flexible environments
31:13 – Red flags: generic language on the job description
36:49 – How to find better companies and managers
43:45 – Final thoughts + where to find Judy

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