The Potential of Neurodiversity Expanded by AI

Neurodiversity is the concept that diverse developmental characteristics, including ASD (Autism Spectrum Disorder) and ADHD (Attention Deficit Hyperactivity Disorder), are "differences in brain characteristics" and "individuality," and should be embraced and utilized in society.Focusing on this concept, the Neurodiversity Project [noiro] was launched in 2021 by volunteers from Dentsu Inc. and DENTSU SOKEN INC. In this series, noiro members will explore the current state and future of neurodiversity through dialogues with experts and individuals with these experiences.

For this third installment, we welcomed Keita Suzuki from Kaien, a noiro alliance company providing employment and learning support for people with developmental and mental disabilities. Joined by noiro member Takeshi Iida (DENTSU SOKEN INC.), and moderated by fellow noiro member Hidemitsu Kitamoto (Dentsu Inc.), they discussed the theme "AI and Neurodiversity."

Two days before moving to the US, my son was diagnosed with a developmental disorder. After earning my MBA, I founded Kaien.

Kitamoto: Today's theme is "AI and Neurodiversity." I'd like to discuss how technology, starting with AI, expands neurodiversity and changes the world. First, could our guests, Mr. Suzuki and Mr. Iida from DENTSU SOKEN INC., please introduce themselves?

Suzuki: I'm Suzuki, CEO of Kaien, a company providing employment and learning support for individuals with developmental disabilities.

Originally, I worked as an announcer at NHK. In August 2007, I was set to study abroad in the US to pursue an MBA. But two days before departure, my son was diagnosed with a developmental disability. Looking back, I realized my child is a separate individual from me, and feeling sad for him was misplaced. But at the time, I was deeply shocked and remember being unable to stop crying.

After that, driven by the feeling that "I simply had to move forward," I went to the US. While pursuing my MBA, I began exploring the intersection of developmental disabilities and business. Learning alongside and being inspired by my talented MBA peers of the same generation, I developed a desire to challenge myself by starting a business aimed at supporting people with developmental disabilities. After many twists and turns, I founded Kaien.

So, I am a father, a supporter, and a business owner. I engage with developmental disabilities and neurodiversity from these three roles and perspectives.

Iida: At DENTSU SOKEN INC., I'm involved in developing solutions utilizing technologies like pupil response analysis, as well as creative tools applicable in workplaces employing individuals with disabilities. Currently, besides noiro, I'm also engaged in DENTSU SOKEN INC.'s Neurodiversity Project.

Looking back a bit on my own past... I have this experience from my student days: "I was terrible at baseball, yet I was the baseball team captain the whole time." Precisely because I wasn't good, I didn't try to lead with strong authority. Instead, I think I kept having conversations, making sure to meet each person eye to eye, being mindful of fairness, and aiming for individual optimization within that framework. I believe that approach to interacting with people, facing each individual, and those values are still alive and relevant in my current work with neurodiversity initiatives.

My Encounter with Neurodiversity

Kitamoto: I think the term "neurodiversity" is still not very common or familiar in Japan. Yet, Suzuki-san caught on to the term neurodiversity early and has been actively sharing information about it. When and how did you first encounter the term neurodiversity?

Suzuki: I didn't know it when I started my business. I don't remember exactly when I learned about it, but I think it was probably around 2015...

Neurodiversity isn't about categorizing individual developmental traits or disabilities—like labeling them ASD or ADHD—but rather acknowledging that "everyone's brain is different" and "that's just individuality, it's natural."As a parent myself, I felt there was no need for such clear-cut distinctions. I thought it was more natural to say, "It's simply a fact of brain diversity," rather than forcing a label like "You have ASD." In many ways, I found it a very convenient and accessible term.

Later, in 2020, I learned Stanford University's medical school was hosting a Neurodiversity Summit. Thinking "This sounds fascinating," I applied without hesitation and participated online. The content was incredibly stimulating. While such seminars often feature lectures by researchers or doctors, this was different. Neurodiverse individuals themselves—speaking from their own experiences—powerfully shared information about their challenges and initiatives.

Deeply moved, I immediately contacted Stanford University and asked, "Please let us host a Neurodiversity Summit JAPAN!" They kindly agreed, and in 2022, under their name, our company planned and operated the first event.

Companies have diverse perspectives on neurodiversity. What are the three essential viewpoints needed for smooth acceptance?

Kitamoto: In companies, discussions about neurodiversity are often tied to hiring people with disabilities. In 2024, the mandatory employment rate for people with disabilities at companies of a certain size was raised to 2.5%. However, the reality is that only 46% of companies are meeting this target.Additionally, there's the so-called "2027 Cliff"—the challenge of IT talent shortages in a rapidly digitalizing society. There's a growing recognition that leveraging individuals with developmental traits suited to this field could contribute to solving this issue through neurodiversity. Thus, neurodiversity itself is interpreted in various ways. How do you perceive this situation through your business, Mr. Suzuki?

Suzuki: We have clients who name their projects "Neurodiversity" and place orders with our company. These companies understand that everyone has elements of developmental characteristics and that each person is truly unique. However, I sense that in many companies, the term is still primarily used in the context of hiring people with disabilities or specific developmental disabilities.

Kitamoto: Regarding disability employment, some see neurodiversity as a critical idea for meeting legal hiring quotas, while others view it as just another new buzzword in DEI. Amidst this, many companies seem troubled by how to effectively implement this concept within their own organizations.

At noiro, we've identified three key components as a framework for advancing neurodiversity: ① "Role," ② "Rule," and ③ "Tool." First, clearly define the "Role" – the responsibilities and position, including management. Second, change the "Rule" – the company's systems and HR policies – to support this.Third, develop and implement "Tools" like physical environments and technology tailored to individual needs, ensuring accessibility for all. This approach centers on advancing through these three pillars. While today's discussion focuses on "Tools," it remains clear that for companies to embrace diverse individuals, they must dynamically transform all three pillars comprehensively.

Suzuki: Following that three-pronged approach, I believe changing "rules" is difficult without top-down implementation.For "roles," I believe changes can be made to some extent even at the department or section level within an organization. Therefore, I feel that the personnel responsible for disability employment and diversity initiatives at our company are at a level where they can influence this area. Alternatively, the "tools" aspect might be something individuals or frontline teams can implement themselves, given the current situation. That said, from an acceptance perspective, it seems necessary to change the company's structure—the "rules"—at some point.

How can technology and AI support neurodiversity?

Kitamoto: I also participated in the 4th Neurodiversity Summit JAPAN 2025 held this past September. Speakers included doctors, technology company executives, corporate disability employment managers, and individuals with disabilities – a very broad range of perspectives, making for a richly varied program. This time, topics related to AI and technology were particularly diverse.

This brings us to our main topic: "AI and Neurodiversity." This primarily relates to the "tools" aspect of the earlier "role," "rule," and "tool" framework. First, could you tell us about your actual "Technology × Neurodiversity" initiatives, Mr. Iida, who is involved in neurodiversity at the forefront of technology?

Iida: We're working on various things, but one project that stands out is the proof-of-concept experiment we conducted with Kaien in 2023. At a workplace for people with developmental disabilities, we had participants wear head-mounted displays and use virtual reality (VR) – a computer-generated virtual space – to create a more comfortable working environment tailored to each individual.

Previously, creating a personalized office environment required significant physical investment—installing partitions, setting up multiple monitors, and so on. With VR, however, you can build your own environment simply by putting on a head-mounted display. You can generate an infinite number of monitors, play your favorite music, and easily create a space free from the concern of others' gazes. It allows you to tailor your work environment to your preferences.

The pilot test evaluated whether these tools actually improved work comfort. Subjective assessments showed increased concentration and reduced drowsiness. However, we found that relaxation content intended to replace Calm Down Spaces (*) had significantly limited effects, identifying challenges and areas for improvement.

※Calm-down space = A place where people prone to physical discomfort or panic due to stimuli like sound or light can temporarily calm themselves.

Kitamoto: I also participated in this pilot. While incorporating technology into neurodiverse environments might seem burdensome for implementation, I was reminded that it actually complements them very well and holds great potential.

I also believe VR holds diverse potential. From a technology perspective, generative AI has undeniably grown more prominent in recent years. A memorable point from the summit I attended was that AI offers humans three major values: "compensating for weaknesses," "expanding strengths," and "creating opportunities." All of these align exceptionally well with neurodivergence. I feel AI could significantly expand the scope of neurodiversity.What are your impressions of technology and AI, Mr. Suzuki?

Suzuki: It's an incredibly useful tool, but it also comes with various challenges like dependency and hallucinations. However, much like social media, once it's here, I think everyone will eventually use it. So, rather than avoiding it, I feel we just have to use it (laughs).

In November 2025, a book co-authored with psychiatrist Dr. Yusuke Masuda, titled "An Introduction to AI Mental Care by a Psychiatrist" (Shoeisha), was published. What immediately comes to mind is AI-powered self-counseling.It offers 24/7 access with high immediacy, and since it doesn't involve people, there's no need for extra social considerations. It's also effective for having the AI plan out the steps and schedule for achieving goals you've set for yourself.

Many neurodivergent individuals struggle with planning. Reading the room or organizing situations is difficult, and they often feel overwhelmed by everything, thinking, "I don't know what to do or how to do it!" In such moments, having AI support you as a personal counselor or coach can make things significantly easier.

AI can take established methods or common values and customize them for you, explaining them in an easy-to-understand way. That's why I feel it can be especially useful for communication and cross-cultural interactions.If I were studying abroad in America right now, I'd probably use AI like crazy. I'd be asking things like, "I got invited to this party, how should I respond?" or "What should I bring?" (laughs). By providing common answers and average values, I think it could help many neurodivergent people.

Kitamoto: It's definitely useful for clearly showing those subtle differences in dialogue and values that neurodivergent people often experience. Plus, being able to ask anything is great. Even things you might feel awkward asking others... you can ask it 24/7 without any hesitation.

Iida: I get it. I myself tried using AI to change how I communicate. I seem to have this habit of speaking too abstractly...I've always struggled to explain projects clearly and concretely. So I consulted the AI over and over about how to speak in a way that would be understood by my colleagues, the system engineers and consultants, and I finally managed to communicate effectively. It was precisely because of generative AI that I could communicate well with others, boosting my self-esteem and sense of self-efficacy. AI also seems useful in other situations where how you convey things matters, like writing emails or business documents.

Regarding technology in general, I feel it helps in creating work environments and systems for how we work. Specifically for AI, I see its value as a communication hub and for organizing thoughts.

Neurodivergent individuals have an AI usage rate of about 77%. How do you navigate AI dependency?

Kitamoto: At the Neurodiversity Summit JAPAN 2025, we heard about actual AI usage in supporting neurodivergent communication, mental health care, and task management.

On the other hand, I'm concerned about the dependency issue Mr. Suzuki briefly mentioned earlier. According to research by Professor Ginga Sasaki at the University of Tsukuba, 76.8% of neurodivergent individuals (many involved in IT work) have experience using generative AI. With such a high percentage of people using something this convenient, I can't help but wonder if the degree of dependency is also high...

Suzuki: I think it's inevitable that people would rely on a "universal helper" that thoroughly supports a minority group. Especially since AI, unlike humans, lacks physicality. It behaves like a human but isn't human inside—it doesn't feel pain, get sleepy, tire, or get hungry. Because it's that kind of entity, there's a tendency to let it infiltrate endlessly. That said, we can't simply choose not to use such a convenient technology that's already emerged in the world.

That's why I think the nature of our dependence matters. Rather than relying on just one AI, I hope people will lean on multiple AIs, and not just AIs, but multiple humans too. To avoid becoming one-sided or fixated on a single perspective, I hope people will diversify their sources of support as much as possible.

This is something often emphasized in psychiatric care and mental health settings too. I don't think categorizing dependencies as "because it's AI," "because it's human," or "because it's SNS" really matters. Precisely because it's easy to become immersed, maintaining diverse tools and human connections is crucial.

Neurodiversity is both a fact and an operating system.

Kitamoto: We often hear that the tech field and people with developmental disabilities are a good match, or that many people working in Silicon Valley are neurodivergent. While tech roles are noted for this compatibility and proven track record, in Japan—facing declining birthrates, an aging population, and a shrinking workforce—I feel neurodivergent individuals could thrive not just in tech, but across a much broader range of fields.

Finally, could you share your perspective on how Japanese companies perceive neurodiversity, as well as the current state and future outlook?

Suzuki: As mentioned in my opening introduction, neurodiversity is the concept that "every brain has unique characteristics" and "differences are natural—they are individuality."To elaborate further, it's also the value that "everyone shares common elements with developmental disabilities," and "regardless of diagnosis, everyone naturally has various traits—like being sensitive to sound or experiencing physical discomfort in the stomach when unwell." A small number of companies are beginning to understand this and aim to effectively support many employees, regardless of diagnosis. However, most companies still use the term "neurodiversity" primarily within the context of hiring people with disabilities.

So, the question becomes how to address this disparity in understanding. Personally, I think it's fine to leave it as it is. For now, I believe it's acceptable to use terms flexibly depending on the person.

Frankly, I'm not particularly eager to push the term "neurodiversity" further. Why? Because neurodiversity is a fact. It's as obvious as saying "H2O is water" – just a plain fact. It's a natural thing that simply is, so it will spread on its own.It's a useful concept that can serve as a common language or operating system when considering diversity, but it's neither more nor less than that. Yes, it's a "concept," not a new diagnostic standard or set of rules.

Kitamoto: I see. Thinking of it as a very large foundation, like an "OS" or a "concept," makes me realize that diverse interpretations are indeed perfectly acceptable.

Suzuki: Yes. To elaborate a bit more, neurodiversity is a concept born from reflecting on the past. You could call it a liberation movement from definitions like ASD, ADHD, or mental disabilities... Originally, developmental disabilities, intellectual disabilities, and mental disabilities overlapped significantly, were very ambiguous, and were difficult to diagnose clearly. In the medical world, there was a dilemma: for treatment, diagnoses had to be made somewhat forcefully.

Fundamentally, it's problematic to categorize people as "normal" or "abnormal" based on deviation from standards. Neurodiversity is about reclaiming freedom from that, about looking at facts objectively and flatly. I believe it's sufficient to recognize these as simply natural states.

However, I firmly believe this perspective will gain significant prominence in the upcoming era of labor shortages.When talent is scarce, we'll inevitably need to rely on people who previously struggled to thrive for various reasons. This includes those with formal diagnoses or disability certificates, but also individuals who haven't been diagnosed yet and feel slightly out of step with others. They'll find more opportunities to utilize their aptitudes and contribute their strengths. Companies will need to focus more than ever on supporting employees' aptitudes and individual optimization, while employees themselves will see significantly broader avenues for success.

This is especially true for small and medium-sized enterprises (SMEs). SMEs often hire from a limited pool of applicants, which naturally leads to greater diversity. SMEs that have adapted to this reality are already at the forefront of neurodiversity. As the labor shortage intensifies, I believe SMEs will become the driving force behind neurodiversity.

Iida: I see. Until now, I viewed population decline negatively, but hearing your perspective, Mr. Suzuki, I strongly feel that a powerful neuro-diverse future is truly coming—one where each individual shines, options increase, and confidence grows.

Suzuki: In any case, it's an opportunity. Looking at other countries, if handled well, population decline can become a catalyst for accelerating innovation. Population decline, technology, and neurodiversity. With all these elements coming together now, I believe we're in a really promising state – far from hopeless.

[Photo Scribe Production: Chiharu Kai, Representative, Dentsu Inc. Graphic Recording Laboratory]
Dentsu Graphic Recording Lab is a cross-group project team within the Dentsu Group focused on providing and researching visualization services centered around graphic recording. This article was created using the "photo scribing" technique, which involves drawing interview content onto photographs. https://www.dentsu.co.jp/labo/grareco/index.html