Leadership is a robust and well-researched area in the field of management, however, diversity in organizations is increasing, and the generalizability of many leadership concepts may be placed into question. This is particularly true when considering increasing neurodiversity in organizations. Traditional leadership theories have generally been developed and tested in neurotypical environments, and the assumption that they are applicable to neurodivergent employees comes from the perspective of the “abled” organization. This chapter questions whether traditional leadership theories apply in neurodiverse work contexts. First, some of the most prominent traditional and contemporary leadership theories are analyzed for their applicability to neurodivergent employees, then current research on diversity is used for practical suggestions for inclusive leadership, and finally future research directions are discussed.