What is neurodiversity in the workplace?

Approximately 10-20% of the global population may be neurodivergent, living with prevalent conditions such as autism, ADHD, Tourette’s syndrome, and dyslexia. Neurodiversity in the workplace means recognizing and including individuals living with neurological conditions. It emphasizes that their differences are natural and, therefore, respected and accommodated like other forms of diversity. The goal is to create an inclusive work environment where neurodivergent employees can thrive, contribute their perspectives and skills, and feel valued for their strengths.

Understanding autism in the workplace

Each year, on April 2, Canada observes World Autism Awareness Day. The Canadian Parliament passed this act in 2012 to spread awareness about improving the quality of life for autistic individuals so they can lead full, meaningful lives as valued members of society. Understanding autism in the workplace generally involves appreciating and welcoming the unique characteristics and needs of employees on the autism spectrum.

Benefits of hiring autistic employees

Hiring neurodivergent workers can bring many benefits to your workplace, such as:

• Diverse perspectives: Neurodivergent individuals often approach their tasks from unique angles, contributing to a more varied work environment.
• Increased productivity: Neurodiverse employees usually have exceptional attention to detail and a strong focus on tasks, which can lead to heightened productivity in specific roles.
• Problem-solving skills: They may excel in analytical and detail-oriented tasks, offering valuable problem-solving skills to enhance team dynamics.
• Innovation and creativity: Embracing neurodiversity can foster a culture of innovation and creativity, as they typically think outside of conventional norms, leading to novel ideas and solutions.
• Enhanced workplace culture: Demonstrating inclusivity by hiring neurodivergent workers can foster a sense of belonging for all employees.
• Support for corporate social responsibility: Companies prioritizing neurodiversity demonstrate a commitment to social responsibility, aligning with principles of inclusivity and diversity.
• Competitive advantage: A neurodiverse workforce can provide a competitive edge by tapping into a broader range of skills and talents, potentially positioning the company as an industry leader.
• Meeting talent needs: Hiring neurodivergent individuals can help address staffing shortages and widen your talent pool, especially in industries where specific skills are in high demand.
• Employee loyalty: Organizations that actively embrace neurodiversity tend to foster loyalty among employees who appreciate the inclusive culture, reducing turnover rates.
• Legal and ethical considerations: Encouraging neurodiversity generally aligns with legal and ethical concerns regarding equal employment opportunities and non-discrimination policies.

Ensuring the success of neurodivergent workers

Organizations can enhance diversity in the workplace by reassessing their conventional practices. The 8 strategies outlined below can integrate and harness the full capabilities of neurodivergent professionals:

Revisit your hiring process

Organizations commonly recruit from a limited pool of colleges and universities, often overlooking neurodivergent candidates. They typically turn to employment support agencies only when looking for suitable talent. Embracing an adaptable talent strategy can help broaden your candidate pool. For example, you could consider enhancing campus hiring by including schools catering to neurodivergent individuals. Fortunately, the trend for recruiting from such schools is growing, offering increased opportunities for accessing neurodiverse talent.

Evaluate screening criteria and processes

In the hiring process, minimizing bias, whether from human recruiters or algorithmic systems, can help ensure fair evaluations of candidates. Designers often use data from neurotypical candidates to develop AI hiring systems. This process may exhibit bias against neurodivergent individuals, particularly those with atypical expressions associated with conditions like autism. Bias puts neurodivergent applicants at a disadvantage, especially if the algorithm heavily influences hiring decisions.

To counter this, human recruiters can validate results from AI video interviews, recognizing and mitigating potential biases. Companies increasingly use talent-matching software to assess unique abilities, including non-traditional competencies like risk-taking and emotional intelligence. While this approach can expedite your screening and broaden evaluation criteria, your organization can benefit from carefully assessing your AI tools for potential biases and seeking legal counsel to ensure fair and equitable hiring practices.

Reinvent your interview

If organizations shift from asking abstract questions to more specific ones and avoid unconventional inquiries, they can accommodate neurodivergent individuals during the interview process. You could focus on job-relevant skills to maintain a realistic conversation. Some companies have already adjusted their interview structures by spreading them across multiple days rather than one after the other to alleviate stress. You can also make applicants feel more comfortable by allowing them to use their own laptops instead of a company-provided device or whiteboard for tests.

To enhance inclusivity, you can involve candidates in co-creating the interview experience with you, offering trial work periods, providing skill demonstration opportunities, and organizing collaborative interviews. These modifications can create a more supportive and tailored approach, acknowledging and valuing neurodiversity in the workplace.

Expand your available roles

It can be essential to avoid stereotypes when considering neurodivergent individuals. Contrary to common beliefs, more neurodivergent individuals self-identify in the arts than STEM fields.

Create a conducive work environment

Understanding diverse working styles can help you manage your employees more effectively, regardless of whether an individual is neurodivergent or neurotypical. Some may vary in their preferred instructions and need straightforward, multi-step guidance, while others can excel with broad directives they can independently break down. To enhance clarity, you can tailor their communication styles accordingly, making minor adjustments, like incorporating specific action verbs. For example, rather than telling an individual living with ADHD to “clean the warehouse,” include detailed instructions like asking them to organize the shelves, sweep the floor, and take out the garbage.

Due to diverse information processing, communication challenges may arise in virtual or hybrid environments. Mitigating this risk can involve reinforcing messages through follow-up e-mails or providing transcripts or recordings of virtual interactions.

Provide a mentor

Mentors can be a significant support system for all workers, particularly in developing your neurodivergent workforce. Organizations that offer mentors to professionals living with disabilities often see noticeable results, including increased profitability, productivity, and customer loyalty. Beyond career advice, mentors can serve as advocates, actively creating opportunities and empowering individuals to build relationships and allies within your organization. Work buddies and trusted peers who understand and commit long-term can also empower neurodivergent professionals, often forming organically or through affinity groups like college alums. However, if you hire from non-traditional colleges, you may need to consciously create an ally ecosystem, as these students may lack established alumni networks.

Encourage flexibility and routine

Flexibility in the workplace can be essential for neurodivergent individuals, allowing them to manage therapy appointments and self-care. Your organization can create a flexible culture by incorporating it into company-wide policies. For example, a work-from-home arrangement may suit those who perform better in a home office or face challenges with travel and social office settings. As many companies adopt hybrid models post-COVID-19, customizing approaches to meet neurodivergent professionals’ unique preferences can make a difference. While flexible schedules benefit some, others thrive on routine. Routines can give a sense of comfort in knowing what to expect and when.

While team-building activities are valuable, they don’t always define a company culture. Some individuals may prefer not to participate due to social anxiety, introversion, or a need for routine. A buddy or mentor can help colleagues understand these preferences, fostering acceptance and belonging. You can creatively embed team-building into core work, ensuring a culture that embraces diversity and provides a sense of belonging for neurodivergent and neurotypical workers.

Avoid predefining what growth and success look like

Individual perceptions of growth and career paths can vary, with aspirations ranging from climbing to higher levels to finding satisfaction in a comfortable role. Some people prefer team collaboration, while others value working independently. Creating personalized career paths that acknowledge individual goals, capabilities, and strengths can help you recognize the diverse preferences of all employees. In time, your experienced neurodivergent professionals can transition into mentoring or coaching roles, creating a robust network within your company. This network can foster a sense of belonging and allow employees to leverage each other’s experiences for individual and organizational benefit.