Have you ever managed a neurodivergent developer with a different working style? Did you accommodate them or ask them to work the same way as the rest of your team?

Yes, worked with one in cross cross-functional team. The best way to work is to focus on their strengths and offer any possible support wherever adjustment is needed. They get the work done within time and I believe that is what ultimately matters. 

Nop, never had to !

Yes. We did accomodate them. It is hard to generalise about what that accomodation could/should be for the individual involved. Most neurodivergent individuals that make it into the workforce (and regrettably, they are in the minority) have developed an understanding of what makes them productive and what stops them from being productive.

This, of course, assumes they have disclosed their neurodivergency. Those that (choose to) disclose can, more often then not, articulate their strengths and their weaknesses. It's up to their managers to determine how to accomodate them. And, as with any such sensitive topic, start by asking permission to ask a question.

What is sometimes difficult to accept for both parties, is that what works for one person or one organization, may not work / be achievable / acceptabe to another person or another organization.

There is more I can share, and resources / help I can point to - but I'm concerned that may run foul of the 'non-spruiking' rules here. So hope this provides you with a start you on your journey of discovery.

I have, a couple of times. In fact, there’s often been a suspicion that all developers may be somewhat on the spectrum given the unique requirements of software development: intense focus, holding many (many) diverse threads of thought and logic in one’s head, and so on.

They have all been excellent at what they do and I never had to manage them especially differently to anyone else in the team except perhaps for how they spoke to others or how they tolerated inefficiencies in other people or processes.

So there was a little bit of coaching on my side how to accept some grey areas, and how to be careful with the things they say to not cause offence. It went the other way; I explained to others that these devs might come across as brusque but it was not intentional or personal.

I never had any other issues though, like quality of work, timeliness, standups, and so on. It was only personal interactions that needed some work.

If they get the same results, and work well with the team, why does it matter? If they don't then they are the issues to discuss, results and team interaction, not how they get their work done.