FCC panel of neurodivergent professionals say Hong Kong is improving awareness and hiring strategies, but more can be done

The World Economic Forum estimates that around 10-20% of the world’s population is neurodivergent, and yet nearly 85% of these individuals are unemployed. People who aren’t neurodivergent (often described as neurotypical) have an unemployment rate of only 4.2%.

But what exactly does neurodiversity mean? How are neurodivergent people different from everyone else? Also, what can companies and organisations do to help accommodate neurodivergent people in the workplace?

To answer these questions, the FCC held a Club Lunch panel that featured three professionals who were diagnosed with neurodivergent conditions as adults — Jonathan Mok, a neurodiversity advocate and public speaker; Noelle Sinclair, the CEO of Diverse Minds; and Khoa Tran, a freelance writer and journalist. Moderating the panel was Correspondent Board Governor Jennifer Jett.

Each panellist first offered their own definition of what it means to be neurodivergent.

“It’s more than what’s just going on in our heads, it’s about how we’re experiencing the world around us,” said Sinclair, who was diagnosed with autism spectrum disorder (ASD) and later attention deficit hyperactivity disorder (ADHD) when she was 40 years old.

“Neurodiversity is more about one’s identity,” Mok said. He was also diagnosed with ADHD and ASD when he was 37 years old.

“It’s not just learning disabilities, it’s not just quirks… it’s broader and broader,” said Tran, who was diagnosed just two years ago with ADHD.

Tran also described his first time taking Ritalin, a prescription drug used to treat ADHD symptoms.

“Oh, this is what it feels like to be normal, to have a quiet mind. It’s almost like an awakening,” he said, adding that the experience of feeling “normal” left him with tears in his eyes.

Along with ASD and ADHD, neurodiversity also includes dyslexia, Down syndrome, bipolar disorder, and a variety of other conditions. While each of these conditions has its own set of characteristics, Sinclair added that the umbrella term “neurodiversity” was created in the same sense that the term “biodiversity” was created, as a social movement term to highlight how an ecosystem thrives on diversity.

“The point was to drive awareness that those of us who are neurodivergent face biases, discrimination, stigma, and if the world were in some people’s hands, people like myself and Jonathan and Khoa would be taken out of existence,” she said.

The panel then discussed how Hong Kong’s corporate world has evolved to be more accepting and inclusive of neurodivergent people. While positive changes have been made, like including non-discrimination statements at the end of job ads on LinkedIn, the panel agreed that there is still room for improvement.

“We need to create a new affirmative environment for people,” Mok said when describing how neurodiversity information needs to be localised for a population that primarily speaks Cantonese and may be unfamiliar with these emerging concepts.

Mok also said that by focusing on university students, Hong Kong’s current efforts may be unintentionally excluding people like him and the two other panellists who were diagnosed later in life and may already have quite a bit of work experience.

On top of hiring practices and workplace accommodations, Sinclair also gave a business perspective. She reminded the audience that neurodivergent people are also potential clients and customers who all run a chance of interacting with nearly any type of business.

“If you are providing a service and your business isn’t taking into consideration people who are neurodivergent, you are losing customers,” she said.

To watch the full discussion, please visit the FCC’s YouTube channel: