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Autism stereotypes may not include leadership, but the reality is different.

Autistic leaders not only exist, but in organizations that welcome different types of talent, they thrive.

Autistic changemakers lead in formal organizational leadership roles or in community action.

“I want to be a better leader to autistic people.” “I want to know how to manage autistic workers.”

“I want to be a better leader to autistic people.”

“I want to know how to manage autistic workers.”

When I started teaching and presenting on neurodiversity inclusion in the workplace, I kept seeing this statement as the reason for attendees’ interest in my workshops. That statement did not just come from CEOs and managers. It just as often came from early career professionals in their first positions and from college students—people who had not yet managed anyone in their careers.

A few wanted to know how to be better peers and allies. Nobody ever wondered how to best support an autistic leader.

And yet, autistic leaders not only exist, but in organizations that welcome different types of talent, they thrive.

Philips, a healthcare technology company headquartered in Amsterdam, has a more-than-130-year history of commitment to innovation. It is also a company that appreciates and supports neurodivergent talent and neurodivergent leadership.

Autistic leaders, in their own words

For example, Ben Gorissen built a 35-year career with Philips; he is currently the product safety risk management leader for MRI Systems. For most of this time, he was undiagnosed and struggled with sensory overwhelm and making transitions.........

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