How Workplaces Accidentally Exclude Brilliant Minds

Part two of a five-part series.

Most multifamily workplaces weren’t built to exclude.

They just weren’t built for difference.

From open floor plans to “culture fit” interviews, the modern multifamily office subtly rewards sameness.

It celebrates those who speak on cue, write like extroverts, and sit through marathon meetings without flinching.

That’s not inclusion.

That’s conformity.

When someone with ADHD struggles to follow a two-hour slide deck with no breaks, we say they lack focus.

When someone on the autism spectrum avoids eye contact or skips small talk, we say they lack emotional intelligence.

What we’re really saying is: “You don’t behave like us.”

But “us” was never everyone.

Rigid job descriptions.

Mandatory brainstorming sessions.

Fluorescent lighting.

Unspoken social rules.

These things are friction for the neurodivergent.

And friction turns into failure—not because of skill, but because of fit.

Unsuspecting business owners and leaders confuse discomfort with disqualification.

Might I suggest you don’t find brilliance by screening for polish?

We need to stop pretending that professionalism is a static archetype.

In reality, it’s a moving target shaped by dominant norms.

And right now, those norms are holding us back.

Innovation lives on the edges.

If your hiring process prioritizes charisma over clarity, or your team rituals penalize sensory sensitivity, you’re not just being unfair.

You’re bleeding competitive advantage.

Neurodivergent thinkers often see patterns others miss.

They build in systems, not snapshots.

They challenge assumptions because they live outside of them.

But none of that matters if they never make it past your interview loop.

“Stop asking who fits your mold. Start asking who breaks it—and why you need them.” — Mike Brewer