Is High Performance Really Inclusive?

Let’s talk about high performance. You know, that buzzword that floats through corporate team meetings like the smell of burnt coffee and ambition. It's on every job description, embedded in KPIs, and tattooed (metaphorically... I hope) on every leadership whiteboard.

But here's a question worth pausing for: is high performance really inclusive?

Because if you ask someone who’s neurodivergent, the answer might be somewhere between "hmm, not really" and "are you kidding me?"

The Myth of the “Ideal” Employee

Let’s break it down. The typical “high performer” is fast, adaptable, a great communicator, good under pressure, and able to hit deadlines like a productivity machine. Sound familiar?

That’s not a person. That’s a blender with a LinkedIn profile.

These performance ideals often cater to a narrow way of thinking and being. Which is great for the .8.30-to-5 neurotypical go-getters of the world, but not so great for those whose brains are wired differently—like people with ADHD, autism, dyslexia, dyspraxia, and other forms of neurodivergence.

Neurodivergence Is Not a Deficit

Let’s be clear: neurodivergent folks aren't “less than.” They’re not broken. They're not late bloomers waiting for your guidance to catch up. They just process, engage, and express differently.

People with ADHD, for example, might struggle with rigid schedules—but they can thrive in dynamic, creative roles that require big-picture thinking and fast problem-solving. Autistic individuals might prefer quieter workspaces and clear expectations—but they can bring intense focus, pattern recognition, and innovation that make entire teams better.

But many high-performance cultures value uniformity over uniqueness. And that’s where the problem lies.

A Quick Detour Into Data (Don’t Worry, It’s Interesting)

In Aotearoa New Zealand, 1 in 5 people identify as neurodivergent, according to research from the Dyslexia Foundation of New Zealand. That's 20% of the population who might not tick the “high performer” box—not because they lack skills, but because the box was never built for them.

Yet, despite the numbers, neurodivergent adults are disproportionately underemployed or unemployed. A 2022 Auticon report found that only 22% of autistic adults in New Zealand are in full-time employment. Not because they can’t do the work, but because the systems around the work are inaccessible.

And here’s the kicker: neurodivergent people often outperform their peers in creative problem-solving, pattern recognition, and innovation, especially in tech, design, and strategy roles. So we're basically gatekeeping brilliance… in the name of performance.

“Toxic High Performance” – Sounds Like a Fancy Perfume, Smells Like Burnout

Let’s talk about the darker side: toxic high performance. It looks like endless hustle, unrealistic expectations, performative productivity, and a strange pride in “pushing through” stress. It's what happens when well-being gets traded for deadlines, and diversity gets left behind in the race for quarterly targets.

This culture not only excludes neurodivergent employees—it actively burns out everyone. A Deloitte NZ study found that 48% of Kiwi workers feel overwhelmed at work. That’s half the workforce. And if that’s the baseline, imagine how it feels for someone whose needs aren't being met to begin with.

So... What Does Inclusive High Performance Look Like?

Glad you asked. It’s not about lowering the bar. It’s about broadening it.

Inclusive high performance means:

• Flexible work structures (think: outcomes over hours)

• Sensory-friendly environments (ditch the open-plan office jungle)

• Clear, direct communication (email chains are not a personality test)

• Strengths-based leadership (focus on what people can do)

• Rethinking “professionalism” (a hoodie doesn't mean someone’s not a genius)

And maybe—just maybe—realising that performance isn’t about how loud, fast, or flashy someone is. It’s about how effectively they contribute in their way.

Final Thought (Before You Go Check Your Calendar)

It’s time to retire the myth of the one-size-fits-all “high performer.” Not just because it’s outdated, but because it’s unfair, unkind, and frankly—missing out on some seriously amazing talent.

So next time someone says “we only hire high performers,” ask them:
“High performance… for whom?”

Because the future of work isn’t just fast or efficient—it’s human. And that means making space for all kinds of brains to thrive.

Are Your Hiring Practices Neuro Inclusive?

Join us for a 90-minute interactive session on Smart Hiring for Neurodiverse Talent, where we unpack practical strategies to build more inclusive, equitable workplaces in Aotearoa.
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