When we think of Diversity, Equity, and Inclusion in the workplace, the first thoughts that come to mind are usually gender, race, and maybe sexual orientation and disability. Neurodiversity might not instantly come to mind, but it’s a powerful area for human resource managers and senior leadership teams to focus on. With their unique cognitive abilities, neurodiverse people offer innovative insights and solutions to problems, coupled with creative thinking and higher-than-average processing skills.
Additionally, research indicates that inclusion in this area boosts productivity, and employee engagement, and improves retention rates in organizations across industries. But while the benefits of hiring neurodiverse people speak for themselves, they don’t negate the challenges they face in businesses that haven’t invested in inclusive practices. Let’s take a look at how to build neurodiverse teams to unleash the potential in all employees.
Disclaimer: We acknowledge that neurodiverse disorders exist on a spectrum and that the experience, skills and/or abilities are unique to each individual. For the purpose of this article, we will discuss neurodiversity and neurodiverse disorders in a general sense with the aim to guide and inform our audience.
What is Neurodiversity?
We have made great strides in understanding neurodiversity and the various disorders that fall under this incredibly broad term. If anything, research has uncovered that each disorder, existing on a spectrum, varies greatly in expression from person to person. In the broadest terms, neurodiversity refers to people who experience and interact with the world differently, when compared to neurotypical people. They think, learn, and in some cases, behave differently.
Under this broad term of neurodiversity, there are several disorders and conditions. We’ve put together a list of some of the most common neurological disorders:
- Autism Spectrum Disorder (ASD) is defined as a group of developmental disabilities that affect communication and interaction with the world, caused by differences in the brain
- Attention Deficit Hyperactivity Disorder (ADHD) is a neurodevelopmental disorder often first discovered in childhood, characterized by patterns of inattention and/or hyperactivity, affecting behavior and cognitive functioning.
- Dyscalculia is identified by a persistent difficulty in discerning numbers and understanding mathematical calculations
- Dysgraphia affects written expression; this neurological condition causes difficulty in translating thoughts into written language
- Dyslexia is a learning disability that creates difficulty in learning to read
- Dyspraxia, a childhood neurodevelopmental disorder, also referred to as developmental coordination disorder (DCD), is diagnosed by difficulty in movement and coordination
- Tourette Syndrome is considered a nervous system disorder that causes sudden and repeated motor and/or vocal tics
The Importance of Neurodiversity in a Team
Policies that address diversity, equity, and inclusion are always beneficial to an organization, opening up new ways of operating through the talent and skills of the human resources that make up a team. Neurodiverse people give companies a competitive advantage.
Numerous studies have proven that people with autism, for instance, naturally possess several attributes that are needed in the workplace. With higher than normal processing capabilities, they’re able to quickly sort and classify information, identifying what’s important, in a relatively short period of time. JP Morgan Chase found that employees with autism also exhibited higher levels of productivity and produced significantly fewer errors than their neurotypical counterparts.
People with ADHD score highly in creative thinking, due to some of the symptoms associated with the disorder, such as high energy, creativity, and an aptitude for multitasking. People with dyslexia are found to be gifted with an aptitude for pattern recognition, quickly seeing connections where others struggle.
Neurodiversity brings innovation, creative problem-solving, elevated productivity, and incredible attention to detail to organizations that foster an environment of inclusion and prioritize diversity as part of company culture.
Neurodiversity and How it Impacts Metrics
Another way to highlight the benefits of neurodiversity in the workplace is through the various metrics that are significantly improved in businesses that are inclusive.
Performance
A report issued by Deloitte revealed that teams benefit immensely from neurodiverse employees, with research suggesting they can help boost productivity by as much as 30%. Driven by differences in their cognitive ability, they bring unique approaches to problem-solving and tasks.
Improved Retention Rates
For organizations that prioritize diversity and inclusion, the reward is loyalty and improved retention rates. Some of the biggest companies in the U.S like EY, Microsoft, and JP Morgan Chase have discovered these benefits, boasting retention rates that exceed 90%.
Employee Engagement
A strong diversity, equity, and inclusion culture improves employee engagement. When organizations hire neurodiverse people, there’s a sense of company culture coming alive, allowing people to see DEI strategies in action. This fosters a sense of belonging, encouraging employees to engage positively with the business.
Neurodiversity in the workplace enriches an organization both quantitatively and qualitatively. But it’s not always smooth sailing, and accommodations must be made to create an inclusive environment to allow people to thrive.
Amber Blanche, Culture Amp’s Senior Director of People Operations and Strategic Programs, summed it up best when she explained, “that up to 30% of the population is considered to be neurodivergent, it’s an almost indefensible strategy to not consider the needs of these populations in your workplace. The fact is, it’s not only the right thing to do for people, it’s the right thing to do for the business.”
Supporting Neurodiverse Employees in the Workplace
Senior managers and leaders are best positioned to create an enabling environment for teams to experience inclusionary practices. This is especially true for neurodiverse employees who may need additional accommodations to unleash their full potential. Below, we will provide some examples.
While some with autism may process information very quickly, other neurodivergent people struggle. Ensuring instructions are clear and detailed is an easy way to make sure everyone is on the same page and clearly understands what is required.
Flexible working conditions are a great way to encourage neurodiverse people in your organization. Remote work has been positively received by neurodiverse employees, particularly those who struggle with the social aspects of office life. Research shows that a lack of communication and social skills can have adverse effects on career progression. Flexible hours are also beneficial for people with ADHD, reducing stress and increasing productivity.
Calls on Teams, printers, typing, and pen-clicking all add to the cacophony of sounds that make up an office space. For those who are office-bound, the introduction of a quiet workspace can ease the difficulties of neurodivergent employees who experience sensory issues.
Visual aids are a simple addition to the workplace that can be of great benefit to neurodivergent people. Flowcharts and diagrams can help people with ADHD or dyslexia process information better by freeing up mental space.
Establishing peer training and mentorship programs is especially beneficial to neurodiverse employees. In the early days, they’re essential to the onboarding process and helping new hires find their feet. As time goes on, they’re instrumental in assisting mentees with overcoming complex challenges in the workplace.
Communication is an important aspect of implementing a DEI policy. By fostering a culture of open communication, neurodivergent team members are better able to ask for assistance when required, without the fear of stigma.
Like with anything at work, training and education are one of the best investments an organization can make when it comes to human resources. Educating staff on neurodivergence fosters an inclusive environment. Without open communication and education, some behaviors or actions (like using a fidget spinner or doodling during meetings) could be misconstrued and lead to unfair discrimination.
Conclusion
There are a number of clear-cut benefits to including neurodiverse people in organizations. Not only do they boost metrics like productivity, employee retention, and performance, but their presence also increases employee engagement, fostering a sense of belonging and inclusivity. But in order for companies to reap these rewards, strong diversity, equity and inclusion programs need to be in place. As a community that makes up 20% of the population, not only is it imperative to create space for neurodiverse hires, it is a moral and ethical responsibility to do so. Companies that make the accommodations required for neurodiverse employees to thrive see immense benefits and continue to outperform those that cannot. Working to foster a company culture of inclusion unleashes the incredible potential of neurotypical and neurodiverse people, improving the organization as a whole.
