Neurodiversity in the workplace
Why does it matter?

We know that diverse businesses achieve better results, whether that’s in team performance, financial returns, or customer outcomes - just ask Forbes, McKinsey and PWC. 

But what about neurodiversity? Would a business really benefit from hiring someone who’s dyslexic or ADHD? 

The short answer is yes, absolutely. 

In today’s fast-paced, innovation-driven economy, businesses are constantly seeking new ways to gain a competitive edge. One of the most underutilised assets in the workforce today is neurodivergent talent – individuals whose cognitive functioning differs from the societal norm because of conditions such as autism, ADHD, dyslexia, dyspraxia, or dyscalculia, among others. 

While awareness of neurodiversity is growing, many organisations have yet to fully understand or embrace the immense value neurodivergent employees can bring to the table. By rethinking hiring practices and creating inclusive workplaces, businesses can unlock new levels of creativity, productivity, retention and revenue.
 

Driving innovation

Neurodivergent individuals bring unique perspectives and problem-solving abilities that differ from conventional approaches. Our brains are wired to think outside the box, and we can excel at spotting patterns, troubleshooting complex systems, or approaching challenges from unexpected angles. 

This diversity of thought is a catalyst for innovation – something that many companies actively seek but struggle to cultivate.

Research from the University of Durham showed that autistic people are more likely to take novel approaches to problem solving rather than copying their peers, while the Harvard Business Review reported that companies such as SAP and Hewlett Packard Enterprises found that their neurodivergent team members spotted opportunities missed by their neurotypical colleagues.
 

Boosting productivity

“Hyperfocus” is a term you often hear associated with neurodiversity. It describes a state many neurodivergent people find themselves in where they are deeply and solely concentrated on a single task. While it can’t be turned on and off at will, the boost to productivity from hiring neurodivergent employees has been widely researched and reported.

After setting up a specific programme to hire and retain neurodivergent talent, JPMorganChase found that those neurodivergent employees were 90 - 140% more productive than their neurotypical peers.

And it’s not just individuals. According to a Deloitte report, teams that include neurodivergent professionals can be 30% more productive than those without them.
 

Increasing retention

The sad fact is, it’s hard to find environments where neurodivergent people can be ourselves, feel understood, and are allowed to work in ways that suits our strengths. When we do find supportive and inclusive workplaces, we tend not only to stay, but to be incredible brand ambassadors and proponents of our employer’s EVP.

EY, SAP, JP Morgan Chase and Microsoft, who have the four largest autism hiring programmes in the US, each have a retention rate of over 90%.
 

Giving your business a competitive advantage

Despite the undoubtable value of hiring neurodivergent staff, many businesses still aren’t taking advantage of this opportunity. Reports suggest between 40 and 80% of neurodivergent people are un- or underemployed.

This is because of misconceptions around neurodiversity and a lack of support for neurodivergent people in the workplace. While they bring demonstrable improvements to business outcomes, you have to ensure that your organisation is set up to properly hire and support neurodivergent employees if you want to unlock their potential. 

Contact me for valuable insights, strategic opportunities, and tactical tweaks that will enable neurodivergent people in your business to thrive.