What neurodiversity in the workplace looks like in 2024

A lot has changed from more than a decade ago when companies like Microsoft, JP Morgan Chase, and EY paved the way for neurodiversity in the workplace with novel talent acquisition programs to hire, accommodate, and develop neurodivergent individuals alongside their neurotypical peers. Not only has awareness increased since then, but in the past year alone, neurodiversity in the workplace has undergone an evolution.

Today, companies are increasingly moving toward neuroacceptance – the idea of accepting everyone’s differences, including those with neurodivergent conditions like autism and ADHD, and recognizing that differences are not things that need to be “corrected.” Some companies have changed their hiring practices and developed more inclusive programs that level the playing field for neurodivergent employees — and for good reason. Research suggests that the more cognitively diverse teams are, the faster they solve problems and the more likely they are to exceed their financial targets.

Additionally, since 1 in 6 children has a developmental difference such as autism, ADHD, and other neurodivergent characteristics, many companies have recognized the need to support working parents who care for these children.

Despite all the work that has been done to call attention to the needs of those who are neurodivergent, however, we’re only just beginning. Traditional views of neurodivergence continue to change, barriers are being broken, and organizations are looking for innovative solutions that can help them attract and retain talent, address the skills shortage, and drive long-term profitability and growth.

In 2024, more companies will prioritize their neurodiversity efforts to improve inclusivity, expand opportunities, and provide support, but developing the right strategy will be critical. Here are the top 5 trends and predictions that will take shape this year.

#1: The move to more inclusive workplaces While companies are still offering traditional neurodiversity hiring events, workplace programs, and excellence hubs, many are moving toward more holistic efforts focused on even more inclusivity in the workplace beyond ethnicity, gender identity, and sexual orientation.

For example, as part of establishing equitable pipelines for neurodivergent talent, there are online interest forums dedicated to the neurodivergent community that pair mentors with job seekers. The mentors help job seekers with the application process, improve their resumes, and seek out interview accommodations. Companies rely on these external resources or develop their own resources to help job applicants navigate through each part of the process.

Some companies have also created more inclusive neurodiversity programs in which all roles — not only those that are tech-focused — are accessible to everyone. Once hired, neurodivergent employees have access to internal resources, including employee resource groups (ERGs) that offer a platform for reviewing and providing feedback on programs, as well as securing accommodations and personalized career pathing to ensure they’re set up for success. Additionally, more and more companies are offering internship programs for neurodivergent college students.

#2: Neurodivergence will no longer be synonymous with “disability” Neurodivergence has historically been thought of as a disability, but much of that is changing — and employers are getting on board.

Those with autism may not see themselves as having a social communication “deficit” but even if they do, it’s not what disables them. Rather, the perception of others or the lack of willingness of others to acknowledge different communication styles is the disability.

Ultimately, employees need the tools and training to succeed in their roles, regardless of their unique strengths and weaknesses. In the new year, companies will take a closer look at ways to help all internal stakeholders understand neurodiversity and the correct terminology, address biases and support employees who are neurodivergent or care for someone who is.

#3: Neurodiversity support will be available to all employees Neurodiversity training in workplaces has historically been a gap. In fact, in the past 12 months, 77% of HR professionals and 71% of senior leaders say they have not had this specific training.

Many organizations have attempted to create holistic neurodiversity training programs that are available to all leaders, managers, and employees, however, many have lacked the knowledge, expertise, and resources to launch full-fledged programs. These programs are extremely important, particularly for HR leaders and managers. Many need training on how to be more sensitive to employees’ needs, while at the same time ensuring the department and organization as a whole are achieving its goals. In turn, neurodivergent employees also need support with understanding what reasonable accommodations look like and how to self-advocate.

In the upcoming year, expect much of that to change. More companies will offer training for leaders, managers, neurodivergent, and neurotypical employees.

Companies will be integrating holistic workplace solutions that provide training on how to make adjustments to the employment process, handle accommodations, and improve the employee experience, among others.

Many will also go beyond the workplace to support employees with neurodivergent children at home. Innovative benefit solutions match parents of neurodivergent children with behavioral health parenting experts. These experts assist with the specialized needs of caring for their children. This support helps working parents thrive in the workplace, as they’re more in control of, and therefore less worried about, what’s happening at home.

#4: More support will be available for employees seeking new opportunities and transitions Oftentimes, neurodivergent individuals are siloed into specific roles and job functions. As a result, they may not be in roles well suited to their strengths, capabilities, and talents, and they may be limited by specific parameters their employers have put in place.

They also often face barriers in pursuing and transitioning to new roles within an organization. If they want to move up or make lateral moves, organizations may not have the tools and training to support them.

In 2024, we will see more companies implementing new, expert-led solutions that can help them identify the right strategies to help neurodivergent employees transition and succeed in new roles, including leadership positions. They may also make more of an effort to equip their employees with mentoring and coaching on executive functioning, communication, and self-advocacy, for example.

#5: Resources for DE&I will continue to be cut, impacting neurodiversity programs In the wake of layoffs, especially in tech, many DE&I jobs have been phased out. At the end of 2022, the attrition rate for DE&I roles was 33%, compared to 21% for non-DE&I roles, one report found.

These cuts will undoubtedly continue to affect neurodiversity programs and companies will be forced to rely on volunteer staff. Yet volunteers simply can’t devote the time necessary for the full potential of these programs to be realized.

To address these gaps, organizations will be looking for benefits solutions that have workplace neurodiversity experts who can consult with DE&I and HR professionals and help them develop, launch, and run programs without that expertise on staff.

How to develop a neurodiversity benefits strategy

Neurodiversity benefits can help employees build the skills they need so they can be more effective in their roles and work to their full potential. These offerings can help employees manage the demands of their jobs, and see improvements in their overall health and wellbeing, productivity, and performance. At the same time, leaders and managers can be trained on the skills they need to coach and support these individuals.

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When evaluating solutions, organizations should look to those that are scalable and help them learn how to make adjustments to hiring and employment processes and move towards full inclusivity. These solutions can be streamlined into wellness platforms, learning management systems, or even as a referral through the organization’s EAP.

Organizations should also consider benefits that work with both neurodivergent employees and those who care for neurodivergent children with different approaches since the needs of each population are unique.

In 2024, more employers will integrate neurodiversity offerings, challenge long-held beliefs, and create successful programs. With the right approach and strategy in place, they can affect meaningful, lasting change across the organization.