About Us
Human-centered design, informed by neurodivergent insight.
Gnosis Strategies is a human-centered organizational design practice. We help visionaries, leaders, and organizations build what others can't - by seeing what others miss.
Guided by neurodivergent insight, we design the workplaces, systems, and experiences where people can do their best work. From inclusive workplaces and digital workflows to accessible events and leadership cultures, we turn friction into environments where more people can thrive and lead.
Meet Jennifer
Jennifer Garry is the founder and strategic architect behind Gnosis Strategies. She partners with leaders, businesses, and event teams to build the strategies, systems, and conditions that turn neuroinclusion from intention into practice.
After being diagnosed with ADHD and autism, Jennifer immersed herself in learning how neurodivergent people navigate systems that were not designed with them in mind. That pursuit grew into a life’s work: advancing awareness, advocacy, and practical understanding of neurodiversity—especially for people whose disabilities are invisible or overlooked.
With a cross-sector background in marketing, operations, workforce development, strategic partnerships, and business development, Jennifer turns lived insight into practical strategy. She helps organizations see where their policies, workflows, technologies, leadership practices, and events create friction—and builds better ways to work together. Her expertise includes neuroinclusive event design, accessible technology, inclusive leadership, and systems that support communication, focus, and full participation.
Jennifer believes neurodivergence is not a deficit to manage. It is a source of perspective, pattern recognition, creativity, and value. Through Gnosis Strategies, she helps organizations become better allies and build teams and environments where all minds can thrive.
The Business Case Is No Longer a Debate
Leading companies aren't just talking about neurodiversity. They're investing in it - and the results are compelling.
JPMorgan Chase estimates that employees hired into technology roles through its neurodiversity program are 90% to 140% more productive than others and deliver consistent, error-free work. Since launching Autism at Work in 2013, SAP has grown the program to more than 240 colleagues across 16 countries and has reported a 90% retention rate. Microsoft marked the tenth year of its Neurodiversity Program in 2025. The program has expanded from engineering into finance, customer support, marketing, and data centers. In a Microsoft and EY study, 91% of surveyed neurodivergent and disabled employees considered Copilot a helpful assistive technology.
The research backs it up. Deloitte reports that teams with neurodivergent professionals in some roles can be 30% more productive than teams without them. It also reports that cognitively diverse executive teams solved simulated problem sets up to three times faster than homogenous teams. Harvard Business Review has framed neurodiversity as a competitive advantage, highlighting how companies such as SAP and Hewlett Packard Enterprise customized their hiring and onboarding practices. EY's 2025 Global Neuroinclusion at Work Study found that neurodivergent professionals report high proficiency in 10 of the fastest-growing skills - including AI, cybersecurity, and leadership - yet only 25% feel truly included at work.
The gap between the value neurodivergent people bring and the support they actually receive is massive. And it's a gap that forward-thinking companies are racing to close.
Gartner predicts that by 2027, 20% of sales organizations within Fortune 500 companies will actively recruit neurodivergent talent to improve business performance. In a 2026 interview, Palantir CEO Alex Karp said, "There are basically two ways to know you have a future. One, you have some vocational training. Or two, you're neurodivergent." Palantir has launched a dedicated Neurodivergent Fellowship, stating that "neurodivergent individuals will play a disproportionate role in shaping the future."
And it's not just about new hires. Many of your current employees are neurodivergent - whether they've disclosed it or not. The workforce is already neurodivergent. The question is whether your environment, tools, leadership, and culture are designed to support them.
That's what Gnosis Strategies does. We help you build it.
Source links & further reading
Deloitte: Building a Neuroinclusive Workplace (JPMorgan Chase)
Microsoft: A Decade of Learning
Microsoft & EY: Copilot and assistive technology study
Deloitte: Neurodiversity in the Workplace
Deloitte: Neurodiversity and Innovation
Harvard Business Review: The Talent Pool Your Company Probably Overlooks
EY: Global Neuroinclusion at Work Study 2025
Gartner: 2027 neurodivergent talent forecast
Fortune: Alex Karp's 2026 remarks
Palanir: Neurodivergent Fellowship