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Imagine The Possibilities Of Openly Autistic Lawyering By Andi Mazingo (February 4, 2025) Bill Gates disclosed recently that he has a "pattern match" to the traits indicative of autism spectrum disorder, or ASD, reflecting on how — while he "didn't behave in a standard way" — his "deep concentration" on math, science and programming became one of his strengths.[1] His candid reflection has sparked conversations about the evolving understanding of neurodiversity and its impact on innovation and leadership. But seldom do these conversations happen openly in the legal industry. Andi Mazingo Imagine a lawyer who meticulously pores over e-discovery, uncovering patterns others miss, yet who struggles with the unspoken rules of small talk at firm gatherings. Picture another lawyer who hyperfocuses during trial preparation, crafting arguments and uncovering key documents with unparalleled precision, but finds the chaos of networking events overwhelming. Now, imagine these lawyers being open about their ASD — their unique abilities celebrated rather than misunderstood, and their differences embraced as strengths. Envision the sense of belonging, professional satisfaction and well-being they could achieve in a workplace that values neurodiversity. In recent years, society has seen a surge in neurodiversity awareness, fueled by growing diagnosis rates and increased understanding of conditions like ASD. It is estimated that 15% to 20% of the global population is neurodivergent, with attentiondeficit/hyperactivity disorder being the most common condition, and ASD affecting 2.21% of U.S. adults — approximately 5.4 million individuals.[2] In the U.S. technology industry, the value of neurodivergent employees has long been recognized, and this recognition is beginning to expand into other U.S. industries.[3] Companies in banking, retail, advertising and other sectors are increasingly tapping into the strengths of autistic and neurodivergent workers.[4] This shift is fueled by a growing awareness of mental health, in part due to the postpandemic landscape, and the realization that atypical thinking can drive innovation and productivity, and need not be seen as a limitation. The legal industry, a field reliant on logic, analytical thinking and meticulous advocacy, is uniquely positioned to benefit from neurodiverse representation. However, while some recent strides have been made toward neuroinclusion in the U.K.'s legal industry,[5] few autistic lawyers in the U.S. have chosen to be open about their diagnoses — perhaps due to the profession's inherent risk aversion, traditionalism, and emphasis on decorum and hierarchy. Indeed, a September 2024 report from Stanford Law School's Deborah L. Rhode Center on the Legal Profession underscores how lawyers managing mental health issues may face stigmatizing and potentially illegal mental health screenings as early as their state bar character and fitness evaluations.[6] I've experienced firsthand both the challenges and rewards of navigating the legal profession as an attorney who was diagnosed as autistic midway into my legal career. During my decade as a BigLaw associate, I knew that I thrived in innovative and intellectually rigorous environments, but I didn't know what support I needed to thrive as a leader. I was entirely unaware that my ASD may have contributed to my difficulties at my first firm, viewed by some as having uniquely entrenched conservatism and traditional gender dynamics, which often felt alienating to me. At my second law firm, I benefited from inclusive policies and culture, including the normalization of remote and flexible work arrangements, the policy of each associate having a structured partner mentorship, performance reviews focused on substantive contributions instead of personality, and a supportive and inclusive tone at the top. It wasn't until I was diagnosed with ASD during my tenure as general counsel and director of legal services at a nonprofit that my understanding of the benefits of collaborative, strengths-based approaches crystallized. When practice leaders celebrate team members' unique strengths, rather than focusing on deficits, employees are more likely to feel valued and motivated, leading to improved job performance and innovation. For those of us who are openly autistic in the legal field, the opportunity to challenge stereotypes and leverage our distinctive strengths can be transformative — not only for ourselves, but also for our teams, clients and the broader profession. This article delves into how openly autistic lawyers can enhance equity, inclusion and innovation, while navigating the challenges and opportunities that come with self-defining what it means to thrive as an autistic lawyer. Contributions of Autistic Lawyers While every person on the spectrum is different, many autistic individuals possess unique traits that can align well with legal work. These include: • Hyperfocus: This trait is common among autistic people. Attorneys with this trait may find that it helps them sustain the attention necessary to deeply analyze complex issues. • Attention to detail and pattern recognition: This trait is also common among autistic people. Attention to detail helps with tasks like proofing and finalizing documents of legal consequence, e.g., contracts and legal briefs. Pattern recognition can help lawyers uncover inconsistencies in corporate financial statements or deal documents and unearth new fact patterns during document review. • Abstract problem-solving and structural intuition: Many autistic individuals excel at identifying abstract connections and intuitive frameworks for solving complex problems. Attorneys with this trait may find it useful when analyzing multifaceted legal issues, developing novel legal theories or building intricate case strategies. This ability to see structural relationships that others might miss can provide a significant advantage in litigation and transactional work. • Justice orientation and special interests: Many autistic individuals have systemizing minds, resulting in a commitment to fairness and ethical principles.[7] This can fuel zealous client advocacy and reinforce workplace integrity. Moreover, autistic individuals often pursue fields aligned with their special interests, which often translates to exceptional motivation and dedication to their lawyering. These traits not only enhance client advocacy, but also foster collaboration. Teams that include neurodiverse attorneys benefit from fresh perspectives, meticulous research and a steadfast commitment to delivering substantive results. Programs from the tech and financial services industries illustrate the potential impact: Neurodiverse employees in JPMorgan Chase & Co.'s Autism at Work program have been shown to achieve productivity levels up to 140% higher than their neurotypical peers.[8] Similarly, the Autism at Work initiative at SAP SE has successfully tapped into autistic employees' unique strengths, such as precision and innovative thinking, to improve processes and outcomes.[9] These initiatives demonstrate the tangible benefits of embracing neurodiverse talent. Challenges in the Legal Industry While autistic lawyers bring immense value to the legal profession, they face systemic barriers and biases that can undermine their ability to thrive. Many feel compelled to conform to traditional norms and societal expectations of what it means to be a lawyer to avoid stigmatization. Despite the legal protections against workplace disability discrimination,[10] the realities of navigating bias and misunderstanding present unique challenges in the legal profession. Intersectional Biases Autistic attorneys who are female, racial minorities or members of the LGBTQ+ community may experience compounded discrimination due to intersectional stereotypes,[11] which can hinder access to mentorship, sponsorship and high-visibility work. For autistic female attorneys, direct communication styles can be misinterpreted as lacking empathy or warmth, whereas male colleagues exhibiting similar traits may be viewed as quirky or confident. Leadership roles intensify these pressures. In more conservative environments, gendered expectations for female attorneys to wear wool skirt suits, pantyhose and heels may compete with an autistic individual's preference for more sensory-friendly or gender-neutral options. Moreover, many autistic individuals are also a part of the LGBTQ+ community,[12] creating additional intersectional concerns. For example, in less inclusive environments, autistic LGBTQ+ attorneys may feel pressured to mask not only their autistic traits, but also their LGBTQ+ identities. This dual masking can lead to heightened stress, burnout and reduced job satisfaction. Autistic attorneys who are members of the LGBTQ+ community may also contend with stereotypes about their neurodivergence alongside biases related to their LGBTQ+ identity, compounding potential workplace ostracization. For autistic attorneys who are racial minorities, workplace challenges may be amplified by racial and cultural stereotypes. For example, for autistic Asian American attorneys, intersectional discrimination may stem from cultural stereotypes about deference and collectivism, combined with assumptions about neurodivergent traits, e.g., being reserved or direct. The Double Bind of Professional Expectations Not unlike corporate norms generally, legal norms often emphasize a traditionally polished presentation, social assimilation and hierarchical deference — qualities that can conflict with neurodivergent traits. Many autistic lawyers are capable of masking their behaviors to conform, but this can be physically and emotionally taxing, especially for sustained periods. Disclosure, on the other hand, comes with its own risks of stigma and misunderstanding. Autistic lawyers who disclose their diagnoses may be subject to unfair assumptions that their neurodivergence will impede their competency, professionalism, communication, or capacity to build relationships with clients or colleagues. There is a risk of being perceived as difficult, uncooperative or unfit for leadership roles, even with exemplary substantive contributions. Disclosure can also invite unwelcome scrutiny, with colleagues attributing unrelated workplace challenges to the individual's autism, or treating them as if they require constant accommodation or oversight. These risks, compounded by the legal profession's arcane judgments on character and fitness, can discourage autistic lawyers from being open about their identities. Despite the risks, openly autistic lawyers can own control over our narrative. As trial attorney wisdom suggests: If something can be used against you, address it on your own terms. Disclosing autism on one's own terms can foster authenticity, improve team dynamics and set the stage for a more fulfilling career. When I was diagnosed with ASD while leading a nonprofit's legal practices, I disclosed my autism to the teams I supervised. I did so with the intention of creating a supportive environment, fostering transparency and improving communication. The result was transformative: My team's understanding and support deepened our connection and enhanced our effectiveness. My teammates began supporting me by sending me messages to remind me to wish someone a happy birthday or celebrate a promotion.[13] In turn, my teammates became more comfortable asking me for the support and flexibility they needed, which I understood to be a success for purposes of retention.[14] However, reactions outside my teams were more mixed, underscoring the stigma that still exists around neurodivergence. Ultimately, disclosure allowed me to embrace my identity authentically, paving the way for meaningful professional growth, stronger advocacy for my clients, and freedom and purpose in self-definition. Transforming the Legal Profession As Florida's first openly autistic lawyer, Haley Moss, has stated, "[b]usinesses should be creating a culture where it is safe and productive for employees to share their autism, ask for accommodations, and thrive."[15] Indeed, workplaces that encourage authenticity promote recognition and respect for one another's freedom and individuality, benefiting not only autistic lawyers, but also their neurotypical counterparts. To foster the systemic changes needed to fully realize the potential of neurodiverse lawyers, the legal profession should do the following: • Educate human resources professionals and leadership teams on the strengths and needs of neurodiverse employees to combat biases and foster understanding. • Implement clear procedures for requesting accommodations, reporting discrimination and addressing retaliation.[16] These processes should provide multiple avenues to ensure comfort and accessibility. • Normalize adjustments such as flexible schedules, sensory-friendly or remote working environments, and alternative communication methods to create environments where neurodiverse attorneys can thrive.[17] Employee resource groups can assist neurodiverse lawyers in finding needed support and aid the normalization of relevant conversations. • Create pathways for neurodiverse lawyers to assume leadership roles, such as structured associate-partner mentorship programs. • Measure progress by soliciting voluntary feedback from neurodiverse attorneys. By making these shifts, law firms and legal organizations not only comply with antidiscrimination laws, but also unlock the unique talents of their neurodiverse employees, driving innovation and equity. Conclusion The legal industry has a unique opportunity to question some of its traditionalism and risk aversion in favor of unlocking the potential of neurodiverse talent. By dismantling biases, fostering inclusion and amplifying the voices of autistic lawyers, the profession can create workplaces that are not only equitable, but also engines of innovation. My personal experiences reinforce that transparency fosters trust and team cohesion, and affirm that inclusive policies, practices and tone at the top can create a positive and productive workplace for all. When neurodiverse individuals are empowered to bring their full selves to work, the entire industry — and its clients — benefits. Let us embrace this moment to build a legal profession that truly reflects the diversity of the world it serves. Andi Mazingo is the founder and principal attorney at Lumen Law Center. The opinions expressed are those of the author(s) and do not necessarily reflect the views of their employer, its clients, or Portfolio Media Inc., or any of its or their respective affiliates. This article is for general information purposes and is not intended to be and should not be taken as legal advice. [1] Bill Gates Says He Would Have Been on the Autism Spectrum as a Kid, The Wall Street Journal, https://www.wsj.com/video/series/in-depth-features/bill-gates-says-he-wouldhave-been-on-the-autism-spectrum-as-a-kid/11B11C56-F1C7-4D7E-B04C20F423E197A2?msockid=1b3ef036ecfe6a900eabe57ced106bcc (accessed January 28, 2025). [2] Key Findings: Estimated Number of Adults Living with Autism Spectrum Disorder in the United States, 2017, Center for Disease Control, https://www.cdc.gov/autism/publications/adults-living-with-autism-spectrumdisorder.html?CDC_AAref_Val=https://www.cdc.gov/ncbddd/autism/features/adults-livingwith-autism-spectrum-disorder.html, accessed December 17, 2024. [3] Preetika Rana, Jobs for the Autistic Grow Beyond Tech, https://www.wsj.com/lifestyle/careers/jobs-for-the-autistic-grow-beyond-techb4eee329? (June 2024). [4] Companies like SAP, Salesforce, and Microsoft have adopted inclusive practices, from providing sensory-friendly workspaces to redesigning interview processes to accommodate neurodivergent candidates. See id. [5] The United Kingdom's legal industry has made some recent advancements in neuroinclusion. Founded in 2022, the UK's Legal Neurodiversity Network champions initiatives to improve workplace inclusivity for neurodivergent individuals, including mentoring, visibility enhancement, and neuroinclusive training, recently publishing a neuroinclusion guidebook and promoting articles written by neurodiverse attorneys. A 'people first' approach to neuroinclusion, The Law Society Gazette (United Kingdom), https://www.lawgazette.co.uk/wellbeing/a-people-first-approach-toneuroinclusion/5121058.article (October 2024). [6] Graham Ambrose, Brianne Holland-Stergar, and Nora Freeman Engstrom, Mental Health Screening in Lawyer Licensing, Stanford Law School Rhode Deborah L. Rhode Center on the Legal Profession, https://law.stanford.edu/wp-content/uploads/2024/12/Mental-HealthScreening-in-Lawyer-Licensing-Final.pdf (accessed 12, 26, 2024). [7] Greenberg, Y.D.M., Holt, R., Allison, C.et al., Moral foundations in autistic people and people with systemizing minds,Molecular Autism15, 20 (2024), https://doi.org/10.1186/s13229-024-00591-8. [8] Overlooked workers gain appeal in challenging times, Financial Times, https://www.ft.com/content/ea9ca374-6780-11ea-800d-da70cff6e4d3 (accessed December 16, 2024). [9] A Decade of Inclusion and Empowerment: Celebrating SAP's Autism at Work Initiative, https://www.sap.com/assetdetail/2024/02/b668233e-ab7e-0010-bca6c68f7e60039b.html (accessed December 17, 2024). [10] The Americans with Disabilities Act (ADA) establishes the federal baseline for protecting neurodiverse employees against discrimination, prohibiting discrimination against qualified individuals with disabilities in all aspects of employment. 42 U.S.C.A. § 12112. The EEOC affirms that individuals with ASD, a record of ASD, or regarded as having ASD are protected under the ADA. 29 C.F.R. §1630.2(j). Many states strengthen these protections further with legislation like California's Fair Employment and Housing Act (FEHA). See Wills v. Superior Court, 195 Cal.App.4th 143 (2011). [11] Intersectionality is a framework introduced by legal scholar Kimberlé Crenshaw that examines how overlapping social identities — such as race, gender, class, and disability — create interconnected systems of discrimination or privilege. It highlights the unique challenges faced by individuals who occupy multiple marginalized identities, emphasizing the need to address these experiences within social justice and policy efforts. [12] Autistic individuals are more likely to be LGBTQ+, University of Cambridge, https://www.cam.ac.uk/research/news/autistic-individuals-are-more-likely-tobe-lgbtq? (accessed January 3, 2025). [13] One teammate even took charge of organizing monthly team lunches that allowed me to spend structured time with them when I would normally work through lunch — and that allowed my teams to have the bonding time everyone needs. [14] My greater self-awareness also aided my own professional growth. As I learned about autistic traits, I also created professional adaptations. I began making more conscious efforts to provide positive feedback and encouragement to my teammates, even by way of emails that may have come across as awkward, overly enthusiastic, or random if I were neurotypical. This helped me to counteract moments when I was too intensely focused on client work to provide timely praise. I also consciously prioritized praising team members for innovation and thought leadership, including for contributions outside of their job descriptions, as well as for emotional labor — all intended to create a strengths-based environment. As my colleagues' job satisfaction grew, I noticed improvements in their dedication and willingness to innovate solutions for our team's efficiency. [15] Haley Moss, Personal Perspective: Inclusion, It's Not Just a Concept (April 7, 2020), https://www.autismgreaterwi.org/inclusion-not-just-concept/. [16] Retaliation is a significant challenge for neurodiverse individuals. Known for their strong ethical principles, adherence to rules, and limited susceptibility to social influence, neurodiverse employees are more likely to encourage compliance in the face of workplace misconduct. Stereotypes can exacerbate the risk that employers misinterpret neurodiverse employees' actions as confrontational or insubordinate rather than productive and riskmitigating. [17] Employers should ensure flexibility in response to reasonable accommodations requests, engaging in the interactive process to support employees in performing their essential job functions before resorting to disciplinary action or claiming undue hardship. See, e.g., Humphrey v. Memorial Hosp Ass'n, 239 F.3d. 1128 (9thCir. 2001) (holding that attendance-related issues caused by obsessive-compulsive disorder can be protected under the ADA, emphasizing that employers must engage in an interactive process to explore reasonable accommodations and cannot simply rely on inflexible attendance policies when a disability is involved). In California state regulations, "reasonable accommodations" is defined to include "[j]ob restructuring, part-time or modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, adjustment or modifications of examinations, training materials or policies, the provision of qualified readers or interpreters, and other similar accommodations for individuals with disabilities." Cal.Code Regs., tit. 2, § 7293.9(a).