How to embrace neurodiversity in the workplace

Neurodiversity isn’t a new term, and it certainly should not be considered a buzzword. While creating and fostering neurodiverse workforces has been more frequently discussed over the past decade, it’s rarely acted upon despite the vast societal and economic benefits of an integrated workforce that includes and accommodates individuals with different abilities. 

Employers have the potential to change this dynamic. They’re the lynchpin to turning the potential of more diverse workforces into reality. But companies first need to understand the “why and how,” especially as it pertains to neurodiverse employees. Why should they recruit neurodiverse employees, and exactly how do they incorporate practices and programs that celebrate neurodiversity into the fabric of their organizations?

There is a strong argument that embracing neurodiverse talent doesn’t just foster inclusivity; it can unlock the full potential of a workforce and can pave the way for innovation, particularly by fostering more creativity and helping businesses avoid groupthink. Including neurodiversity as a component of cognitive diversity should become the norm rather than the exception.

While neurotypical team members generally have an easier time managing communication, social dynamics, and organizational finesse, neurodiverse individuals, such as those with autism spectrum disorder (ASD) or neurological or developmental conditions like ADHD and dyslexia, can struggle in these areas. Yet these individuals often offer other assets and strengths, including attention to detail, pattern recognition prowess, and focus. One study found that neurodiverse employees delivered over “80% hyperfocus, 78% creativity, 75% innovative thinking, and 71% detail processing.”

When these strengths converge in a supportive environment that embraces different ways of thinking, behaving, and learning, employers can enhance their problem-solving processes, achieve greater productivity and creativity, and inject a fresh perspective into their collaborative efforts.

Prioritizing a neurodivergent workforce: The why

Employers, particularly HR teams, regularly juggle competing demands and priorities, navigate reduced budgets, and must focus on recruiting and retaining top talent in a competitive marketplace. As such, the focus on implementing new hiring practices or training programs for neurodiverse workers can be deprioritized as a “nice to have.”

Here’s why it should remain a priority:

• An inclusive workforce provides employers with a competitive edge.

There is an inherent return for investing in an inclusive workforce that includes neurodiverse individuals. JPMorgan Chase & Co. research “estimates that employees hired into tech roles through its neurodiversity program are ‘90% to 140% more productive than others and have consistent, error-free work.’” With the proper support in place, neurodiverse programs can also see higher retention rates; IT company SAP has a long-running Autism at Work program with a 90% retention rate.

• Fostering a neurodivergent workforce is the right thing to do.

Nearly 1 in 45 adults have autism, with up to 85% of them un- or underemployed. The national social costs (i.e., lost wages for the person with autism and/or their caregivers, special education services, and health care spend) for autism cases identified over 30 years is an estimated $7 trillion. This is a massive societal cost that employers can help course correct by embracing the unique set of talents in the neurodiverse community.

• Inclusive cultures can keep and attract top talent. 

U.S. businesses spend more than $1 trillion annually due to turnover. Better supporting employees with dual caregiver responsibilities can improve this number, as 3 out of 4 U.S. employees are caregivers, and 39% of them leave their jobs “to have more time to care for a loved one.” Creating a workplace environment that understands and supports caregivers with family-friendly policies, such as flexible hours, can help retain and attract top talent who want their employers to share their values and foster inclusive, considerate cultures.

Related: How benefits advisors can support neurodiverse employees

Prioritizing a neurodivergent workforce: The how

The perceived barriers to implementing neurodiverse best practices tend to derail employers from taking their first step. “It’s too hard, too challenging, too expensive, too disruptive.” Fortunately, there are various experts and digital care platforms designed to help employers get started with less stress and more confidence. Examples include:

• Joshin: Workplace experts like Joshin coach employers and employees on creating inclusive environments that drive business outcomes and improve performance. They integrate with employers to understand their starting point and shape next-generation programs that accommodate the needs of people with disabilities and/or neurodivergent conditions.

• Cortica: Providers like Cortica help streamline care journeys with early interventions and individualized programs that accelerate learning and development for children with autism and their families or caregivers. When employers partner with insurers that collaborate with innovators like Cortica, they better support neurodiverse and neurotypical employees by offering access to specialized resources.

• Auticon: An autistic-majority organization, Auticon integrates its tech professionals (i.e., software developers, data analysts, and engineers) into client organizations and serves as a consultant to clients as well, offering a suite of neuro-inclusion services, such as job coaching and neurodiversity training and eLearning.

Most employers understand the value of neurodiversity, but it’s time to embrace it. Those who start implementing practices and programs that support individuals with different abilities will undoubtedly run into questions along the way. Still, there are experts to help, and we promise the payoff of embracing different ways of thinking and behaving will be worth it. Any step forward is a step in the right direction.

Christopher Male, co-founder and managing partner of Autism Impact Fund, and Solome Tibebu, founder and CEO of Behavioral Health Tech