Neurodiversity is about recognising that people have different neurological wiring and that this is a natural and valuable part of human diversity. It includes people with conditions such as autism, dyslexia, ADHD, and other neurological differences. While these conditions present challenges, they also come with unique strengths and abilities that can be extremely valuable in the workplace.
As a parent of a child with ADHD, I regularly hear comments to the tune of ‘I am different’ or ‘I tap to a different beat’. I see how it affects someone personally, and how society tends to treat neurodiverse people from a very young age. As adults, this continues; The Detail in New Zealand suggests that up to 50% of neurodiverse people are unemployed, which is 8 times higher than their general population.
Neurodiversity should be about recognising those who think differently. And no matter where you work, every organisation can benefit from different thinkers!
Here are just a few of the benefits of embracing neurodiversity in the workplace:
Neurodiverse employees often have unique ways of looking at the world and approaching problems. They may be able to come up with creative solutions that others haven't thought of, or see opportunities where others see obstacles. Founder of Virgin, Richard Branson said in 2021 that “The world needs a neurodiverse workforce to help try and solve some of the big problems of our time.”
Many neurodiverse individuals have a high level of attention to detail, which can be invaluable in certain roles. For example, someone with ASD may have a strong ability to spot errors and inconsistencies in written content, while someone with ADHD may be able to hyperfocus on a task until it's completed to perfection. JP Morgan found that professionals in their Autism at Work program were up to 140% more productive and made fewer errors than others.
By embracing neurodiversity, employers can create a workplace that is more inclusive and welcoming to all people, not just people with neurological differences. This can improve team dynamics and create a more positive work environment for everyone. True inclusion will have benefits for everyone in your team, allowing them to be themselves.
Are you sold on the endless benefits of embracing neurodiversity in the workplace? As part of Neurodiversity Celebration Week, you can access free resources to help you ensure that you're using inclusive hiring processes to tap into this talent pool.
By embracing neurodiversity in the workplace, you can unleash the superpowers of individuals who think differently and create a win-win situation for all involved.
References:
Austin, R. D. and Pisano, G. P (2017). Neurodiversity as a Competitive Advantage. Harvard Business Review https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage
PELLETIER, C. (2020). How companies can support neurodiverse employees who choose to ‘come out’. Fast Company https://www.forbes.com/sites/theyec/2022/05/03/five-benefits-to-hiring-a-neurodiverse-workforce-you-might-not-know-about/?sh=4232bb3f598c
YEC. (2022). Five Benefits To Hiring A Neurodiverse Workforce You Might Not Know About. Forbes.com. Five Benefits To Hiring A Neurodiverse Workforce You Might Not Know About (forbes.com)
Mahoney, J. JP Morgan Autism at Work. Vercida https://resources.vercida.com/jpmorgan-autism-at-work
Russell, A. (2022). Obstacles neurodiverse people face in our workplace. NewsHub. https://www.newshub.co.nz/home/new-zealand/2022/05/obstacles-neurodiverse-people-face-in-our-workplace.html
It’s ultimately the responsibility of the senior leadership within an organisation to send a clear message to everyone across the business that what they are doing really matters.
Some senior leaders believe that after many years building and running teams, that it’s impossible to change the way they lead; while others are actually afraid to make changes or to reinvent themselves. What would you do if you could start your leadership journey all over again?
As a business owner or people leader, you should consider implementing more quality checks and protocol around the candidate experience – especially when it comes to candidate rejection.
