In today’s ever-evolving workforce, businesses have a unique opportunity to tap into the potential of a highly skilled and underserved group. Neurodivergent individuals are estimated to make up around 20 percent of the global population – including those with ADHD, autism, dyslexia, dyscalculia, dyspraxia, and more.
Yet these individuals encounter stigma and unconscious bias at work. There’s a famous quote often attributed to Einstein: “Everyone is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.” While neurodivergent workers might struggle in some respects; they often excel in others such as pattern recognition, creative problem-solving, and innovative thinking. This is known as a “spiky cognitive profile.”
Inclusive Solutions for your Neurodiverse Workforce
Unfortunately, many neurodivergent individuals choose not to disclose, fearing discrimination despite their talents. At Texthelp, we surveyed 500 neurodivergent workers and found that 61 percent experienced stigma in the workplace. When asked why they don’t disclose being neurodivergent:
- 44% felt it would negatively impact their career.
- 42% were concerned that their managers and colleagues would view them differently.
- 19% had a previous negative experience when they did disclose.
This means that businesses are missing out on the incredible contributions these employees can make.
Embracing neuroinclusion not only fosters a fairer and more diverse workplace; it offers a substantial competitive edge. Companies that acknowledge and champion neurodivergent talent can tap into hidden potential.
The Business Case for Neurodiversity
Recognizing and supporting neurodivergent talent is not just the right thing to do; it can foster overall innovation and a strategic business advantage. Consider these strengths often associated with neurodivergent thinking:
- Dyslexia: Strengths in pattern recognition and streamlining complex tasks; often exhibit entrepreneurial mindset, visual-spatial reasoning and storytelling abilities.
- ADHD: Skilled in multi-tasking; courageous in risk-taking; hyper-focused and passionate.
- Autism: Enhanced concentration and attention-to-detail; skilled in complex problem-solving and computational capabilities. At Hewlett-Packard, teams inclusive of autistic colleagues tracked as 30 percent more productive.
Neurodivergent talent highlights some of the most in-demand skills, and there’s data to back how loyal these colleagues can be. The companies with the largest U.S. autism hiring programs – SAP, JP Morgan Chase and Microsoft – each report a 90 percent retention rate. Organizations like EY have also secured $1 billion-plus ROI and saved 3.5 million hours of work through their Neurodiverse Center of Excellence.
This kind of inclusivity has also significantly impacted company stock prices, with notable increases of 180% for SAP, 220 percent for JP Morgan and 800% for Microsoft. While their efforts toward inclusion aren’t solely responsible for this growth, it’s evident that being inclusive provides a competitive edge.
However, despite the clear benefits of neurodiverse teams, many neurodivergent individuals are still facing challenges in finding employment. In fact, news reports suggest unemployment rates for neurodivergent workers are as high as 30 to 40 percent.
Moving From a Culture of Stigma to Strength
Modern advancements like inclusive technology empower neurodivergent individuals to leverage their unique strengths. However, true neuroinclusion involves a broader organizational strategy. Employers must reframe their thinking around work styles through the lens of neurodiversity. For example, spelling errors in hiring may not mean incompetence or carelessness, but rather dyslexia, which can be managed through technology while still harnessing valuable skills.
Inclusive technology and a culture of psychological safety facilitate full contributions from all staff, enhancing productivity and innovation.
Einstein, potentially neurodivergent himself, exemplifies that genius transcends conventional norms. When we create workplaces inclusive of all kinds of minds, everyone wins, making a bigger impact on engagement, productivity, innovation and society.
Cathy Donnelly is the Chief People Officer of Texthelp, an inclusive global technology company that has empowered 250 million people worldwide over the last three decades.
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