Developing Neurodiverse STEM Talent

It is estimated that 1 in 7 people in the UK are neurodiverse?(roughly 15%), and there are many different forms of neurodiversity. Neurodiversity is an umbrella term for several conditions, including autism spectrum disorder, attention deficit hyperactivity disorder, cerebral palsy, Down’s syndrome, dyslexia, dyspraxia, dyscalculia, Tourette's syndrome, acquired brain injury, and mental health disorders. Neurodiverse forms may have shared traits, though no two people will be impacted in the same way, have the same skills or share the same challenges.??

One of the key factors in making each of us different is our neurological makeup. This difference can result in people interpreting, understanding and reacting differently in certain situations within personal and working life. And it often creates different skills and talents within people, such as heightened levels of analytical and creative processing.

Neurodiversity in the Workplace

• Hewlett Packard Enterprise conducted a program that showed that neurodiverse teams are 30% more productive.
• Research from a 2018 Deloitte report found that companies with inclusive cultures were six times more likely to be innovative and agile.
• A report by JPMorgan Chase found that professionals in its Autism at Work initiative made fewer errors and were 90%-140% more productive than neurotypical employees.
• Organisations that provide mentors to professionals with a disability reported a 16% increase in profitability, 18% in productivity, and 12% in customer loyalty.

The neurodiverse population remains a largely untapped talent pool, even competent neurodiverse people are often underemployed. According to ONS figures:

• Unemployment for neurodivergent adults runs at least as high as 30-40% which is three times the rate for people with disability, and eight times the rate for people without disabilities.
• Disabled working people are significantly less likely to be employed as managers, directors, or senior officials, or to be employed in professional occupations (27.2% compared to 34.5% for non-disabled people).
• Half of the disabled people (52.1%) aged 16-64 years in the UK were employed in 2020 compared with around 8 in 10 (81.3%) of non-disabled people. Of that group, just 21.7% of autistic people were in employment.

Why Is Neurodiversity Important To The STEM Sector?

The technology industry spans various roles and functions, from data scientists to developers, analysts and many more – not to mention the jobs that have yet to be created as we approach the AI era, and our world undergoes a significant digital transformation. The UK Commission for Employment & Skills has found that currently, 43% of vacancies in STEM are hard to fill due to a shortage of applicants with the required skills and experience – almost double the UK average of 24%. As an industry, talent needs to be leveraged in different ways to fulfil these roles - employees are a company’s greatest asset.

It is estimated that up to 40%?of employees in STEM fields have not told their employer about their neurodivergent traits. This is something that has to change as the benefits of neurodiversity in STEM are unlimited. Throughout history, we’ve relied on our ability as a society to think differently in order to survive and thrive. With differences in thinking, neurodiverse people can bring alternative perspectives that may not have been explored before.?It’s critical that businesses continue to prioritise cognitive diversity in their workforce, as every individual brings unique knowledge, experiences, and skills to the table and can help drive progress in technological innovation.

Recognising neurodiversity means accepting differences in function are normal. Neurodivergent people experience, interact with, and interpret the world in unique ways. At its core, diversity is about welcoming alternative ways of thinking. Embrace neurodiversity to unlock innovation, get new insights, and be better prepared to navigate today’s fast-changing business environment.

MD Comment

For too long neurodiversity has been under-utilised across many industries. Detailed research clearly shows the benefits of greater workforce diversity, with neurodiverse employees making a significant contribution to the success of an organisation. Legislation protects against obvious discrimination; however the biggest strides are to be made in the minds and actions of business leaders, through openly encouraging the neurodiverse segment of the workforce.

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