Neurodiversity in the Workplace: A Strategy That Works For All

DEI has often overlooked the neurodivergent, instead focusing on one’s race, gender, age, or sexual orientation. Perhaps it’s because it’s difficult to identify neurodivergent employees or come up with strategies to assist them in the workplace.?

As 15-20% of the US population is considered to be neurodivergent , it’s paramount that companies invest more in creating a more welcoming and productive workplace for neurodiversity in the workplace.?

What is Neurodiversity?

Someone who is neurodivergent has a brain that functions in a way that is not typical. We usually use the word neurodivergent to describe those with autism; however, it can also include employees with ADHD, dyslexia, Tourette's Syndrome, OCD, anxiety, and more.?

Neurodiversity can carry with it a stigma, but the reality is that many successful people are considered neurodivergent. Bill Gates, Tim Burton, Simone Biles, Steve Jobs, Andy Warhol, and millions of others count themselves as a part of the neurodivergent community.?

While many often focus on the negatives of having an atypical brain, there are also a host of positives. Those in the neurodivergent community often think they have superpowers because their brain processes information differently than most others.?

The precocious environmental activist Greta Thunberg perhaps said it best when she described living with Autism, “No, autism is not a ‘gift.’ For most, it is an endless fight against schools, workplaces, and bullies. But, under the right circumstances, given the right adjustments, it CAN be a superpower.”

If you’re an employer, it’s in your best interest to create an environment that allows you to get the most out of your neurodivergent workforce.?

Why You Want Neurodivergent Employees

Studies have shown that teams made up of neurodivergent employees are 30% more productive than those without them.

Companies today are always looking for that competitive edge. For too long, companies have overlooked what the neurodivergent community can bring to the table. By processing information in atypical ways, they can demonstrate unique ways of solving complex problems.?

However, without a strategy that creates the ideal workplace for neurodivergent employees to flourish, you won’t be able to get the most out of these employees.?

The Reality Of Being Neurodivergent in the Workplace

If you have autism, dyslexia, or many of the other conditions that qualify as neurodivergent, chances are you’re not employed.?

85% of those with autism, for example, are unemployed.?

This is in part because companies have so little understanding of the brain condition.?

68% of Americans are unfamiliar with the term neurodiversity. Only 22% of employees are aware that they work with a neurodivergent employee. Americans are starkly unaware of neurodiversity. They don’t know what it is, how neurodivergent minds work, how they can benefit a company, or how to create a safe space where these employees can grow and contribute.?

Despite these dismal numbers, 56% of employers, managers, and hiring teams want to be educated on neurodiversity; however, only 14% have received formal training.?

What’s more, 85% of employers say they are unaware of having hired a single neurodivergent employee, with 69% having reported that employees don’t seek the counsel of neurodivergent employees when designing an office space layout, teams, or project management systems.?

Naturally, when employees and employers alike clearly devalue the importance of the neurodivergent, it’s no surprise that a fifth of neurodivergent employees have been victims of workplace harassment.?

It’s this kind of environment that is not only a detriment to the work output of the neurodiverse community but is also why half of neurodivergent employees are considering quitting.?

Creating a Workplace That Works For All

There is no one-size-fits-all solution when it comes to creating a professional environment that gets the most out of neurodivergent employees.?

By employing a number of strategies, you'll be able to create an environment that benefits not only these employees but all employees who identify as neurodivergent.?

Flexible Work Policy

83% of employees prefer the hybrid remote work model to sitting in a cubicle all day.?

Both typical and atypical minds alike are happier when they have a flexible work schedule. That could mean working from home on some days, programming 10-minute work breaks every hour, and being granted more days off for mental health reasons.?

Particularly, those with autism can easily feel burnt out. Creating an environment where they are able to step back and take a break away from all the chaos of the office is vital to keeping them happy and productive. But let’s be honest, the same can be said for all employees.?

Different Hiring Strategies

Hiring teams tend to place outsized importance on a few pieces of an applicant’s resume: where they went to school and what they studied being two of them.?

By creating more unbiased hiring strategies , you’re able to cast a wider net and perhaps attract atypical applicants. You may also want to place less importance on gaps in employment and minor resume mistakes.?

When it comes to the job advert, use plain English, avoid jargon, and dedicate a line or two to talk about DEI efforts. The latter will encourage more neurodivergent applicants.?

When you interview a neurodivergent person, reach out to see if you can make the interview process more comfortable for them. You may also consider giving immediate feedback or providing an opportunity to take a break should the interview be a lengthy one. Realize that this is an incredibly stressful process for anyone, but perhaps even more if an applicant struggles in high-stress situations.

Mentoring

Every employee wants a mentor who can impart wisdom and guidance. This is especially the case with employees who may feel like they struggle to belong. If you have a more senior neurodivergent employee, consider asking them to mentor younger neurodivergent employees.?

DEI Training

When people think about DEI (diversity, equity, and inclusion) they tend to mostly think about race. However, if done correctly, DEI policies help all individuals, including the neurodivergent community.?

As we’ve seen, neurodivergent employees can often be made to feel othered at work. Teaching employees to value and how to interact with all employees will create a more inclusive and harmonious workplace.?

Of course, a single DEI training session is not enough to make individuals feel welcome at work. You must create policies that foster acceptance and belonging.?

To do this, we recommend reaching out and scheduling a call with us. It’s more than possible to get the most out of all your employees, neurodivergent or otherwise. Together, we can create a plan of action that creates a more welcoming and productive workplace for all.