Print Media

^{— Pete Brown}

Creativity isn’t just ‘having ideas’—it’s noticing patterns, making connections, and building something useful from them. That’s why many artists and innovators relate to the neurodiversity concept: different brains process information differently, and those differences can become an advantage when environments support them. In business research and workforce strategy, neurodiversity is increasingly framed as a competitive advantage because cognitive variety can improve problem solving, innovation, and team performance.

ADHD is often discussed in terms of challenges with attention regulation, but research on ‘positive aspects’ has also explored creativity—especially divergent thinking (generating many possible ideas). A major review of behavioral studies found evidence that higher ADHD traits can be associated with increased divergent thinking and creative achievements in real life, even though findings can vary depending on how creativity is measured. Related work examining creativity and neurodevelopmental traits also reports meaningful links between ADHD symptom patterns and creative thinking/achievement measures.

Dyslexia is commonly defined by difficulty with fluent word recognition and spelling, but a strengths-based perspective highlights that the same neurological differences can correlate with valuable cognitive skills. Research and commentary increasingly describe dyslexia as a different processing profile rather than a deficit-only label, with many discussions emphasizing big-picture thinking, exploration, and invention-oriented strengths. Reports focused on ‘the value of dyslexia’ argue that future-facing workplaces need exactly these kinds of skills—reasoning, imagining, connecting, and communicating in non-linear ways.

None of this means ADHD or dyslexia are ‘superpowers’ all the time. They can be exhausting, and support matters. But in creative work, the goal is often to explore a wider solution space, challenge default assumptions, and build new paths. Practical supports—clear project structure, flexible workflows, visual planning, assistive tools, and collaborative roles that match strengths—help neurodivergent creators do their best work. Many organizations now recommend shifting from a deficit mindset to designing environments that unlock strengths through accommodations and inclusive practices.

In my own practice, I treat this ‘different thinking’ as a design asset: I build clarity through visuals, iterate rapidly, and translate complex ideas into approachable experiences. Whether I’m editing a video loop, designing a portfolio site, assisting a gallery installation, or teaching pop-up mechanics, I’m always asking: how can this be more engaging, more accessible, and more human?