Neurodiversity in the Workplace

Most of us are neurotypical. This means that we think, behave and process information in a way that is considered by society to be “standard” or “typical.” But some of us – in fact between 15 and 20 percent of us – are neurodivergent. [4] Neurodivergence means having a mind that functions in ways that diverge significantly from what is considered “normal” or neurotypical.

It might include people with diagnosed neurodivergent conditions such as:

• Autism: a lifelong developmental disability that affects how people communicate and interact with the world. [5]
• Attention Deficit Hyperactivity Disorder (ADHD): a condition that is characterized by a pattern of inattention and/or hyperactivity-impulsivity that can affect how someone thinks and behaves. [6]
• Dyscalculia: a specific and persistent difficulty in understanding numbers and mathematical calculations. [7]
• Dysgraphia: a learning disability that affects written expression, writing ability and fine motor skills. [8]
• Dyslexia: a learning disability that affects a person’s ability to accurately and fluently read and spell. [9]
• Dyspraxia: also known as developmental co-ordination disorder (DCD), dyspraxia affects movement and co-ordination. [10]
• Tourette Syndrome (TS): a condition of the nervous system that is often characterized by sudden and repeated motor or vocal tics. [11]

Being neurodivergent comes with its own set of strengths and challenges, which we'll explore further below.

Why Encourage Neurodiversity in the Workplace?

1. To Meet the Needs of Your Workforce

Approximately one in seven people in the U.K. is neurodivergent. In the U.S., around 70,000 teenagers with autism enter adulthood each year. [12] So it's more than likely large organizations already have neurodivergent employees.

By creating a supportive workplace, you'll help to reduce the stress and stigma that neurodivergent people may experience. Not only can this improve mental health, but it can also drive employee engagement.

An HBR study of top organizations with neurodiversity programs found that engagement levels rise when employees find their work more meaningful. They also report higher morale and loyalty with reduced staff turnover. [13]

2. To Plug Skills Gaps

It is estimated that global talent shortages are at their most acute since 2007. In fact, a recent study by Manpower Group revealed that 77 percent of employers report difficulties in filling roles – a 17-year high. [14] What's more, unemployment runs as high as 80 percent for neurodivergent people. And when they do land a job, they're often underemployed. [15]

As such, many companies are now looking to broaden their talent pools. Take software company SAP, for example. It actively recruits autistic individuals for tech roles that require high levels of concentration and the ability to find patterns and make connections. Now in its tenth year, SAP’s “Autism at Work” program has seen it provide 800 opportunities for autistic people. In fact, so successful has the program been, SAP now shares its program with more than 1,000 organizations in the public and private sector.

3. To Improve Team Processes

Another firm snapping up neurodivergent talent is DXC Technology. Director Michael Fieldhouse says neurodivergent hires don't just fill roles, they "Sharpen up some of the thought processes amongst the teams." [16]

Autistic employees may have difficulties with linguistic nuance, irony and colloquialisms. As a result, many organizations have adapted to speak more directly, which can improve communication all round. [17]

Sean Gilroy, Head of Cognitive Design at BBC Design and Engineering, says, "Since managing and working with someone who is neurodivergent, I have become more acutely aware of different communication methods (verbal, written, pictures and images, face-to-face, structured, etc.) and make sure I understand preferences in communication styles. I've since been able to employ this new way of thinking to everyone that I support." [18]

4. To Attract More Talent

Studies show that a diverse workforce is attractive to prospective job candidates. 50 percent of candidates agree that diversity is an important social issue and want to know whether a potential employer agreed; and 45 percent believed that a good diversity score would indicate how much they would enjoy working at a company. [19]

5. To Improve Customer Service

Customers prefer socially inclusive companies, too. And an organization aware of neurodiversity will communicate better with – and offer better service to – customers who are both neurotypical and neurodivergent.

That's just what happened at Hewlett Packard Enterprise (HPE). Several neurodiverse software testers spotted that one client's projects always hit "crisis mode" before a launch. The testers identified the problem and redesigned the launch process. An interesting note is that HPE's neurodiverse testing teams are 30 percent more productive than their neurotypical colleagues. [20]

6. The Financial Impact Is Minimal

A survey by the U.S. Job Accommodation Network found that 59 percent of workplace adjustments for neurodivergent employees cost nothing. [21] These kinds of adjustments often include simple things like allocating extra time in recruitment assessments, or providing static workstations.

And the price of providing assistive technology, such as noise-canceling headphones, dimmer lighting, and speech-to-text apps is relatively low, especially when weighed against the many benefits of neurodiversity to your organization.

How to Support Neurodiversity in the Workplace

There are several simple things organizations can do to support neurodivergent employees.

1. Adopt Inclusive Hiring Practices

Many employers ask candidates for a broad level of competence in areas such as communication skills, emotional intelligence and persuasiveness. But conforming to this standard effectively screens out neurodiverse talent.

Companies such as SAP see the flaws in traditional hiring. Instead, SAP looks for people on "the edges" who see things differently. As Silvio Bessa, Global SAP leader at Microsoft says, “Neurodivergents ... offset our tendency, as a big company, to all look in the same direction." [22]

Many neurodivergent candidates also struggle with interviews. Autistic people, for example, might avoid eye contact, take conversational tangents, or provide overly detailed answers. While someone who’s dyslexic may prefer to present an example of their work rather than do a written assessment.

Consider adopting a more flexible approach and tailor each interview to the candidate and their specific needs. For example, would a phone interview be best? Or would they prefer to meet virtually?

Other adjustments, such as providing interview questions in advance, reducing the number of interviewers, and providing breaks, can also help to make interview processes more inclusive, and allow you to get the best out of your prospective candidates.

SAP, for example, swaps interviews for "hangouts." These laid-back gatherings last half a day and allow candidates to demonstrate abilities in casual interactions with managers. At the end of a hangout, selected candidates move on to further assessments, which include building Lego robots.

2. Take a Strengths-Based Approach

Explore the full range of people's abilities – both existing members of your team and potential new hires. And don't make assumptions about the abilities of a neurodivergent employee. They will likely have many unique insights and skills to offer.

Rather than searching for skills gaps, try appreciative inquiry. It lets you consider what people do well. Then find ways to apply these strengths to other parts of their job.

Organize frequent catch-ups to learn about people's strengths. That way, you can review what's working and what isn't, and make any adjustments. Coaching can be particularly helpful here, as it allows people to explore their challenges and strengths in more detail, and gives them an opportunity to build resilience, confidence and self-esteem. You can find more information about coaching in our video, How to be a Workplace Coach.

Remember, also, to praise good work regularly. Praise can be powerful for all employees in building their confidence and self-esteem, but particularly those who are neurodivergent.

Once you have the right mix of strengths on your team, you should play to them. Neurodivergent team members may find parts of their role trickier or easier than their colleagues. To allow everyone to perform to their strengths, be flexible with roles.

To help teams come together, HPE places new neurodivergent employees in "pods" of 15 people. There, they work alongside neurotypical colleagues, managers and consultants. In this safe environment, they build skills to perform well and transition into more mainstream jobs. [23]

3. Provide Reasonable Adjustments

In some countries and regions, neurodivergent employees are protected by law under specific equality and disability legislation. This means that they are allowed the right to certain adjustments in the workplace, and are protected against discrimination, harassment and victimization.

Often reasonable adjustments are easy to implement at a very low cost. While adjustments will likely vary depending on the person’s specific requirements, they may include things like:

• allowing people to take extra breaks.
• reducing sensory stimuli (for example, by having quiet areas in offices or providing noise-canceling headphones).
• providing clear and logical guides on goals, processes, meeting agendas, and work tasks.
• providing dedicated desks or workspaces.
• allowing people to work from home.
• providing flexible work patterns (this could mean allowing people to work shifts, fixed hours, or flexitime).
• providing assistive technology, such as speech-to-text or text-to-speech software, time management apps, note-taking or writing assistant apps, and live captioning (for example, in virtual meetings or on videos).

4. Build Awareness and Trust

You can champion neurodiversity by building awareness and opening up the conversation about the topic in your organization. If you’re a team leader, set an example by being a visible part of your organization’s programs on inclusivity and diversity.

If you’re neurodivergent yourself, consider sharing your story with your colleagues, and invite others to do the same, if they are happy to.

Also, consider running internal campaigns or training on topics such as diversity and neurodiversity to raise awareness of strengths and challenges faced by neurodivergent colleagues. This will build trust and understanding between colleagues, as well as tackle negative assumptions, discrimination and harmful stereotyping.

Don't worry if you're not an expert either! Top businesses often team up with "social partners" – government or nonprofit organizations – that help neurodivergent people gain skills and jobs. These types of organizations can help you to navigate employment regulations, source neurodiverse talent, and mentor new employees.

By embracing neurodivergence, you can bring extra creativity, and different perspectives and expertise to your organization.

As Paul Shattuck, professor at the A.J. Drexel Autism Institute, says, "This is not a charity act to do something nice for a person with autism; this is about having a more inclusive workforce because we value diversity in our society." [24]

And the advantages exceed reputational benefits. HBR discovered that organizations with neurodiversity programs enjoy better products, services and bottom lines from lower defect rates and higher productivity. Innovation spikes, too. An autistic employee at SAP developed a technical fix worth $40 million in savings. [25]

5. Celebrate Uniqueness

Finally, there’s a saying, “If you’ve met one autistic person... you’ve met one autistic person.”

Remember that everyone is unique – not all autistic people will be the same, nor will every person who has dyslexia or ADHD. The characteristics of each neurodivergent condition are many and varied.

This means that what works for one person may not work for another. So, it’s essential that you tailor your approach and the accommodations you make to each individual. Ask them what they need to do their best work, focus on their unique abilities, and adapt support based on what they find most helpful.

Frequently Asked Questions

What is neurodiversity?

Neurodiversity is the range of difference in individual brain function within the general population. While most people are neurotypical, between 15 to 20 percent are neurodivergent. This means they think, perceive things, and act in ways that can diverge significantly from what is considered "normal" or neurotypical.

Why is neurodiversity important in the workplace?

Embracing neurodiversity can lead to unique perspectives, greater innovation and better problem solving. Organizations that are inclusive often also benefit from better staff attraction and retention, and have a much richer pool of talent as a result.

What are the challenges of neurodiversity in the workplace?

People who are neurodivergent are all different and therefore will experience very different challenges in the workplace. Some common challenges may include difficulty staying organized, sensory overload, and problems managing workload. One of the biggest challenges that neurodivergent people often experience at work is bias and prejudice, which can lead to discrimination. Many of these challenges, however, can be overcome by building a supportive, inclusive, and neurodiverse-aware organization.

What reasonable accommodations can organizations make to support neurodivergent colleagues?

Many organizations are required, by law, to provide reasonable accommodations to neurodivergent workers. These might include flexible working hours, dedicated desks, quiet workspaces, clear written communications and processes, and assistive technology.