Is work actually broken? Understood.org’s Season 3 of “Minds at Work” podcast explores the future of work

Season 3 of Minds at Work, our podcast that explores the intersection of neurodiversity and business, is here. It comes at a moment when the conversation around neurodiversity at work is no longer emerging. It’s accelerating. 

Hosted by Nathan Friedman, Understood.org’s co-president and chief marketing officer, Minds at Work has become a space for leaders across industries to explore a critical shift: how embracing neurodiversity fuels innovation, shapes better products, and strengthens the way organizations attract, support, and retain talent. 

At its core, it asks what it takes to build a future of work that works for different minds.

Across past seasons, that question has taken shape through conversations with founders, executives, designers, and operators. From IBM’s Global Neurodiversity Advancement Leader to Microsoft’s Head of Inclusive Design, these leaders are rethinking everything from hiring practices to product design to team culture.

Season 3 builds on that momentum. The opening episode features Ben Brooks, founder and CEO of PILOT, whose work focuses on helping employees, managers, and executives feel more effective and empowered at work. Nathan and Ben dive into how:

• The traditional employer-employee “contract” is fraying as technology evolves and global contexts change.

• Organizations are struggling to adapt as generational expectations shift around career paths, definitions of growth, and work flexibility.

• Many managers are leading neurodiverse teams without the tools or training they need.

“The workforce has already changed. For the first time, five generations are working side by side. The real question is whether the way we work will catch up by becoming more explicit, more flexible, and more reflective of how people actually think, so everyone can do their best work,” says Friedman.

If there’s one thing the data — and the Minds at Work conversation — both make clear, it’s that awareness of neurodiversity isn’t the barrier to creating more inclusive workplaces.

Our recent Neurodiversity at Work survey found that nearly 1 in 3 adults (31%) identify as neurodivergent, with the highest prevalence (49%) among Gen Z. In the context of work, 69% of employees say their manager understands what neurodiversity is.

On the surface, this sounds like progress. But underneath, we see a different reality.

Despite high awareness, 85% of employees say employers need better education on accommodations to support neurodivergent employees. This is made even more evident when we asked neurodivergent employees and found 70% have no idea what accommodations they’re entitled to.

And while navigating workplace expectations is complex for any employee, neurodivergent employees are doing it in a system that still lacks clear guidance — and that often still carries stigma around disclosure and asking for support.

Season 3’s opener digs into the story of a broken workforce that needs to evolve. The good news? Today’s work challenges are not permanent. There’s a path forward.

When expectations are made more explicit, when communication is clearer, and when work is structured around how people actually think and process information, outcomes improve across the board. For neurodivergent employees and for everyone.

As Season 3 continues, Minds at Work will keep exploring what that redesign looks like in practice across industries — through conversations with the people actively shaping more inclusive and effective workplaces today.

To hear the full conversation, listen to Minds at Work wherever you get your podcasts.

And to learn more about neurodiversity and the future of work, visit u.org/workplace.