Firstly, please introduce yourself and tell us a little bit more about you and your career to date!

Well, let me start with a little expectation setting...I am neurodivergent in all sense of the word. I don’t fit the mold. I never have. I think differently. I notice what others miss. I question systems that people assume are permanent. that’s not just how I approach transformation—it’s who I am.

I began my career in India, balancing a Pharmacy degree with an unusual second path: studying languages and culture. While one taught me structure and science, the other taught me how people operate beneath the surface. That lens became my edge.

Over the past 25 years, I’ve led global transformations across five major industries, 2 continents and six countries—building shared services, digitizing operations, leading post-merger integrations, and reimagining how HR, IT, and business processes can work better—together.

I’ve worked with Canon, AXA, Avaya, HP, and Ford. I’ve built multi-region operating models, unified ERP systems across continents, saved over $20M in operational costs, and been trusted to guide cross-cultural teams through some of the most complex transitions in their history.

But none of that matters as much as this - I know what it feels like to not feel seen in a system. That’s why I build better ones. As a neurodivergent leader, I don’t separate process from people.

I’ve contributed to forums like the World Health Organization, European Parliament, and Dutch Parliament for policies around education & workplaces that are inclusive not just by policy, but by design not because it is part of my job but because it is a part of my truth. 

I speak 8 languages, but I’ve learned that true communication goes beyond words—it’s about listening, co-creating, and making people feel seen.

What are you looking forward to at European Women in Technology?

Honestly? I’m looking forward to feeling less alone. To being in a room full of people who’ve had to work twice as hard to be taken half as seriously—and who kept showing up anyway. Women who’ve felt the pressure to be smaller, quieter, more “together,” and who are finally choosing to lead as they are.

I’m especially looking forward to connecting with people who don’t fit the usual mold—neurodivergent minds, quiet disruptors, the ones who lead not with noise, but with depth.

I’m not coming just to talk. I’m coming to listen. To learn. To be reminded that there are others out there building differently, leading differently, and proving that there is no one right way to belong here.

Because in a world that often asks us to hide the very things that make us powerful—this space feels like a place to bring all of it. And that? That might just feel like home...

What does the Leading the Digital Revolution theme mean to you?

It means we stop silencing the brilliance. Every day, we lose brilliant minds—not to failure, but to systems that were never built to hold them. Neurodivergent thinkers are not just underrepresented—they are systematically erased. Filtered out by hiring processes that punish difference. Crushed under workplace norms that reward conformity over creativity. Burned out from decades of pretending.

We say we want innovation. But we’re too afraid to let it look different. We celebrate “disruption” but reject the disruptors. We romanticize mavericks—after they’re successful—but refuse to hire them when they speak too fast, don’t make eye contact, can’t sit still or question the status quo.

Let me be clear: this isn’t about being nice. This is about not wasting the future.

Leading the digital revolution means no longer gatekeeping brilliance behind social norms and outdated expectations. It means blowing the doors off a system that asks the most extraordinary minds to dim their light just to be tolerated because if we don’t change how we define talent, we won’t just miss the next big idea— we’ll destroy the people who were born to build it. This is not about awareness. It’s about action. And it’s long overdue.

What can attendees expect from your session?

You can expect truth. The kind that’s hard to hear—but impossible to ignore. This session is personal. It’s about what it feels like to be neurodivergent, and unseen. It’s about the quiet cost of trying to fit into systems that were never made for us—and the power we unleash when we stop apologizing for how our minds work.

You’ll walk away with more than insights. You’ll walk away seeing talent, leadership, and innovation through a completely different lens. Because once you see what we’ve been missing, you won’t unsee it.

What is your biggest prediction for 2025 for technology?

The most disruptive force in technology won’t be generative AI alone—it will be what happens when generative AI meets neurodivergent minds.

We’re entering an era where tools are no longer just programmed—they’re co-created with human intelligence. And the minds best equipped to unlock the full potential of Gen AI? They’re not always the loudest in the room. They’re the ones who think in patterns, in paradoxes, in possibilities others miss.

Neurodivergent thinkers—autistic, ADHD, dyslexic, gifted—have always been the original “prompt engineers.” They see connections where others see chaos. In 2025, the smartest organizations won’t just use Gen AI for automation. They’ll pair it with neurodivergent talent to drive originality, imagination, and truly disruptive innovation.

This won’t just give rise to better tools. It will force a shift in who gets to lead the next wave of transformation. Because while AI can replicate knowledge, it still can’t replicate difference. And difference—the kind that makes you uncomfortable, the kind that breaks convention—is where the future lives.

So here’s my prediction:

In 2025, the companies that win won’t be those who ask, “How do we use AI?” They’ll be the ones who ask, “Who do we build it with?”

Register for your place to join Abolee for her session 'How to Unleash and Retain Neurodivergent Talent' at European Women in Technology on 25 - 26 June!