ADHD at Work: How I Turned My Differences Into Strengths (And How You Can Too)
- Satomi Beyond Bias
- Aug 13
- 2 min read
Updated: 3 days ago
They Said I Wouldn’t Succeed – Here’s How ADHD Became My Advantage
I was the employee who couldn’t seem to get the ‘easy’ tasks right—yet thrived solving complex challenges. The one who overlooked details in emails but built award-winning teams across Asia-Pacific. The ‘too much’ voice in meetings that later became my greatest asset: relentless hyperfocus. For years, I saw these traits as flaws—until I realised they were the exact strengths that propelled my career from high school dropout to UN leader. This is how I learned to turn my neurodivergence into my professional superpower—and how you can too.
Does this sound familiar?
My Story: From Dropout to APAC Corporate Leader
Diagnosed with ADHD at 37 and dyslexia at 33, I spent years believing I was "lazy" or "not trying hard enough at work." Yet:
Developed talent acquisition strategies for major US tech firms across Asia
Led global HR initiatives at the United Nations
Earned a six-figure salary by my mid-20s – while constantly questioning whether I deserved it
The truth? My neurodivergence wasn’t holding me back—it was driving me forward. I just needed workplaces that recognised it.
3 Hard Truths About Neurodiversity in APAC Workplaces
Through my career in Singapore, Japan, Australia and beyond, I discovered:
ADHD Strengths at Work Are Overlooked in Traditional Roles
Our creativity, crisis management, and big-picture thinking are invaluable in today’s workforce
Yet most companies still prioritise conformity over cognitive diversity
DEI Programmes Often Ignore Neurodivergent Talent
Countless "unconscious bias trainings" but few practical ADHD accommodations
Focus on visible diversity while invisible differences go unnoticed
HR Teams Want to Help – But Lack Proper Support
Stuck between employee needs and inflexible corporate policies
Expected to be experts on everything from mental health to legal compliance
What Needs to Change (And What You Can Do)
For Professionals: Stop masking. Identify one ADHD strength to leverage this week
For Managers: Ask, "How does this person think?" rather than, "Why can’t they conform?"
For Companies: Review your hiring & promotion systems for neurodivergent barriers
Why I Founded Beyond Bias
Because professionals with ADHD deserve workplaces where:
Time management challenges aren’t penalised – they’re accommodated
Hyperfocus is seen as leadership potential
Career progression doesn’t have to follow a traditional path
The Reality? Neurodivergent talent isn’t "difficult to manage" – traditional workplaces simply struggle to adapt.
ADHD at Work - Your Next Step
If you’ve ever felt drained from masking your neurodivergent traits, watched brilliant colleagues get overlooked for being different, or questioned how to drive real DEI change in APAC workplaces—you’re not alone. At Beyond Bias, we help professionals with ADHD and neurodivergent minds thrive at work through actionable strategies, while guiding companies to build truly inclusive cultures. The first step? Let’s talk.
At Beyond Bias, we help neurodivergent professionals with ADHD build fulfilling careers. Get in touch to discover how we can create workplaces where different minds don't just survive - they excel.
By Satomi Ogata | Founder of Beyond Bias | Neurodiversity Advocate | Former UN & US Tech HR Leader
Join us to build a community of HR and business leaders across Asia-Pacific making real, practical change happen. Together, we'll develop insights and strategies that help neurodivergent talent—and every employee—thrive.