Meet Mikael Efron, our ambassador for inclusion of people with neurodiversities, and learn and how he’s working to make our workplace more accommodating and supportive.
Mikael Efron works as a Commercial Manager at Telia Sweden B2B and serves as our ambassador for the inclusion of people with neurodiversities. Diagnosed with Asperger’s as a child and ADHD at 25, Mikael describes his early experiences:
“School was challenging for me. I struggled with restlessness, conflicts, and bullying. The ADHD diagnosis later in life was a relief — it validated my experiences and helped me understand my neurodiversity.”
After working at Telia from 2017 to 2019, Mikael rejoined in 2022. Upon returning, he found a diverse and inclusive environment.
“My ADHD makes me highly detail-oriented and driven, but I also experience significant energy fluctuations. It’s important for my team to understand and accommodate these traits.”
Mikael points out that ADHD varies from one individual to another, and having support from family, employer, and colleagues is essential for feeling good and delivering top results at work.
“A person with an NPF (Neuropsychiatric Functioning) diagnosis is not better or worse than anyone without one. We are just wired differently. We often think outside the box, see and solve problems from a different perspective, but sometimes we also need support, like a calm environment for concentration and acceptance from others that our brains work a little differently.”
As an ambassador, Mikael aims to improve understanding and support for neurodiverse individuals.
“If I can make even one person feel better, I’ve fulfilled my purpose, but of course, I hope to reach many more. It’s all about knowledge and breaking prejudices. This work takes time, and on a personal level, it means a lot to me to be involved and contribute to a better work environment here at Telia and in society at large.”
Mikael emphasizes that neurodiversities aren’t always visible, making it challenging for others to understand.
“We wouldn’t expect someone in a wheelchair to run 500 meters, but often we make unreasonable demands of people with NPF diagnoses. Awareness and accommodation are key.”
He advocates for spreading knowledge both within and outside Telia:
“By educating ourselves and others, we can reduce ignorance and create a supportive environment. This will not only help neurodiverse individuals reach their full potential but also enhance our company’s reputation as an inclusive employer.”
