Neurodiversity in the workplace: Employees find meaning, employers find potential

In an ever-evolving job market, diversity encompasses a broader realm—notably neurodiversity. Neurodiversity refers to the range of differences in individual brain function and behavioral traits, including autism spectrum disorder, dyslexia, dyspraxia, and ADHD.

As organizations are evaluating their inclusion initiatives, it’s still incredibly important to realize the business value neurodiversity brings to the workplace. Employing neurodivergent individuals can serve as a competitive advantage that brings financial benefits along with an enhanced work environment.

Attracting and retaining neurodiverse talent

The key to inclusivity begins with the hiring process. Neurodivergent individuals may be passed over for job opportunities due to traditional employment expectations even if they have the right experience or advanced degrees. To overcome this, job applications and the interview process should be inclusive and accessible.

The first step employers can take in the candidate lifecycle is to modify the job description. For neurodivergent job seekers, postings should detail the necessary functions of the job. Ambiguous descriptions may deter neurodivergent candidates from applying and leave them to believe that they aren’t qualified for the role.

Then at the interview stage, recruiters and hiring managers should create a comfortable environment. For example, by replacing the panel-style interview with a hands-on and one-on-one evaluation either in-person, over video, or on the phone, candidates may be more relaxed and empowered to best demonstrate their skills. In this setting, employers can get a better sense of the strengths the individual brings to the table.

Education and training are also important for employers to ensure their workplace is accommodating. By leading with empathy and understanding how to support neurodivergent individuals, human resources professionals can better serve neurodiverse talent through a wide array of accommodations. These accommodations can come in various formats:

• Physical: Remove bright overhead lighting or offer quiet workspaces or desk placements away from high traffic areas to reduce distractions.
• Supportive: Provide neurodiversity-certified team leads who understand the emotional and behavioral requirements of their neurodivergent team members, and can advocate for them, as needed.
• Technical: Supply assistive technologies such as noise-canceling headphones, screen readers, and voice assistants to make job performance easier.

By creating an accessible workplace environment conducive to neurodiversity, employers can help build confidence in neurodivergent employees which then further powers team camaraderie and business results.

A neurodiversity success story: Amanda’s journey

Amanda’s employment journey is a prime example of the potential employers can tap into when neurodivergent individuals are given proper support. Amanda, despite not having prior computer science experience, found her place with a mortgage insurance company, where she works as a Compliance Analyst on the Access Reviews Team.

Prior to joining the team, Amanda had held different jobs, but was always looking for career advancement opportunities. Through Pennsylvania’s Office of Vocational Rehabilitation, they recommended a neurodiversity employment program to help her find a job. With the program’s a hands-on evaluation process, she was able to showcase her skills, land the job, and find meaning in her work.

In her role as a Compliance Analyst, Amanda facilitates manager reviews of a company database to approve or revoke access to data and programs. Her team also conducts quality control of the data, itself, confirming if there were any employee terminations and understanding their details. Delegating this project with sensitive information to Amanda’s team is a testament to both her abilities and her employer’s trust that the work will be completed with the utmost care.

Amanda has thrived thanks to the accommodating environment, mentorship, and advocacy pioneered by the neurodiversity employment program and reinforced by her employer. But it’s the support she receives from her colleagues that she finds most valuable, “I found that one-on-ones with my supervisors have been extremely helpful as we’ve been able to focus on clarifying unusual scenarios. We’ve discussed potential career paths, which has motivated me to continue building my skills. My coworkers and I rely on each other to complete our quarterly projects successfully,” Amanda said.

Related: What neurodiversity in the workplace looks like in 2024

Amanda’s story shows how individualized support coupled with a cooperative work environment nurtures neurodivergent individuals’ potential and opens doors to new opportunities.

Unlocking the potential of neurodiversity: The path forward

Embracing neurodiversity in the workplace is both a moral responsibility and a business advantage. When employers implement hiring and retention practices that benefit neurodivergent individuals, they create a more inclusive environment that values the different strengths and perspectives of everyone. Like Amanda, organizations can tap into new possibilities that drive success.

With neurodiversity employment programs, neurodivergent employees are finding meaningful careers while employers are finding untapped and powerful workforces.

Anthony Pacilio, Vice President of Neurodiverse Solutions at CAI