Think Different, Work Better: The Power of Neurodiversity in the Workplace

Diversity isn’t just about race or gender. The next frontier? Neurodiversity in the workplace. Companies are waking up to the potential of neurodiverse talent, realising that neurodiversity—which includes autism, ADHD, and dyslexia to name a few—represents unique ways of thinking, not limitations. Neurodiversity refers to natural variations in human brain function and behaviour, while neurotypical describes individuals whose brain function and behaviour align with societal norms. By embracing neurodiversity, businesses open doors to fresh perspectives, sharper problem-solving and a talent pool that was previously untapped.

As this awareness spreads, forward-thinking companies are transforming their workplaces, attracting and empowering neurodivergent individuals. Let’s take a closer look at the world of neurodiversity – the challenges, the benefits and the best practices for managing neurodiverse employees.

Missed opportunities: The high cost of exclusion

Research reveals that teams with neurodivergent professionals in specific roles see up to a 30% productivity surge! Beyond just output, welcoming neurodivergent colleagues significantly boosts team morale. Yet, neurodiversity in the workplace remains uncharted territory for many organisations that risk missing out on the neurodiversity competitive advantage.

One reason for this is that neurodivergent individuals, such as those on the autism spectrum, face unique barriers in traditional hiring processes and workplaces. In Europe, an estimated five million people are on the autism spectrum, yet their employment rate is less than 10%, significantly lower than the rates for people with and without disabilities (47% and 72% respectively). This disparity highlights the challenges faced by neurodivergent individuals in securing meaningful employment. 

Specific challenges of neurodiverse individuals can include:

• Difficulty reading non-verbal cues: Facial expressions and body language can sometimes be confusing, leading to social misunderstandings. This can be particularly challenging for neurodivergent individuals.
• Sensory challenges: Bright lights, loud noises, or strong smells – things others might not notice can make navigating some workspaces difficult.
• Information overload: Feeling overwhelmed and anxious when faced with too much information at once is common for many neurodivergent people.
• Emotional fatigue: Constantly adapting to environments and expectations designed for neurotypical people can be exhausting.
• Lack of understanding: Feeling isolated on the job happens when employers lack awareness and don't provide the proper support.

Want to build a truly neurodiverse workplace? Then it's time to rethink how you hire. Outdated systems, from inaccessible technology to bias (even hidden in AI tools!), can unintentionally shut out neurodivergent candidates. Rigid company structures and inflexible work environments put up roadblocks, too.

And that’s not all. Neurodivergent job seekers face harmful stigma and unconscious bias, limiting their chances and robbing the company of their unique skills. Even well-meaning traditional recruiting methods might miss this talent pool.

Benefits of a neurodiverse workforce

While neurodivergent individuals may face unique challenges in the workplace, the benefits of building a neurodiverse workplace are impossible to ignore. Today's future-orientated companies see neurodiversity inclusion as key to innovation and problem-solving.

Diverse viewpoints are invaluable in business. In a successful company, this should include neurodiverse talent. Teams that bring together individuals with a wide range of experiences, backgrounds and ways of thinking are better equipped to tackle problems creatively and develop innovative solutions. When team members approach challenges from different angles, they can generate a broader range of ideas, anticipate potential issues and identify opportunities that might otherwise be overlooked. This kind of fresh thinking often leads to improvements in products, services, and customer experiences.

Plus, companies that genuinely embrace diversity and inclusion have a happier, more dedicated workforce. When people feel valued and supported, they're motivated, productive and loyal.

Case Studies: Neurodiversity in action

Let's take a look at two companies where neurodiverse talent is making a real difference:

Dell: Tech giant looks for untapped potential

Faced with a tight tech job market and the constant need to innovate, Dell launched a groundbreaking program in 2018 to attract and hire neurodiverse talent. The company revamped its hiring process, provided new employees with professional coaching, and trained managers to create a supportive environment. Employees welcomed through the programme show lower turnover rates than the industry average. Dell's success is inspiring other companies, like VMware, to follow suit.

Aviva: Reaping the inclusion rewards

Aviva, a major insurance company, wanted to do two things: better support their existing neurodiverse staff and tap into this unique talent pool. In 2019, they partnered with neurodiversity specialists Exceptional Individuals to increase neurodiversity awareness and make their company more inclusive.

The solution included:

• A neurodiversity-friendly hiring process, including a step-by-step guide on how to apply to Aviva with tips, how-to videos and links offering applicants extra support throughout the application process
• Training on neurodiversity for over 200 Aviva staff
• Workshops and webinars for deeper understanding
• One-on-one support for employees

Aviva also created their Quantum Internship Programme to bring neurodivergent talent into their data science team. 

How to build a neurodiverse workplace

Successfully recruiting and supporting neurodivergent employees requires a commitment to inclusive practices across the board. Here's a breakdown of essential steps for fostering a neurodiverse workplace where everyone can contribute to their fullest potential:

Inclusive Hiring: Beyond the Interview

Standard interviews don't always give neurodivergent candidates the chance to shine. Here are a few alternatives that focus on what they do best:

• Work samples: See their skills in action. Give candidates a task similar to what they’d do on the job – think coding, writing, data analysis, etc.
• Problem-solving tasks: Present a real-world challenge relevant to the position. This shows how they think, innovate and tackle problems. 
• Trial periods: Allow for on-the-job evaluation over a short period to assess the candidate's suitability for the role and the work environment. This hands-on approach provides insights into their work style, skills and ability to adapt.

Supporting neurodivergent employees to thrive

Every employee is unique, and neurodivergent individuals may have specific needs or preferences when it comes to how they work best. Here are some strategies to consider:

• Flexibility in work styles and environments: If you can't provide items like noise-cancelling headphones, at least be flexible enough to allow employees to bring their own. If a colleague chooses to wear headphones (or similar accessories) in the office, recognise that they're using them to minimise distractions and improve their focus, not to be antisocial. Promote a culture of understanding and support for individual coping mechanisms for all employees, whether neurotypical or neurodiverse. You can also offer dedicated quiet zones for focused work or relaxation and allow employees to choose from various seating options like yoga balls, standing desks or cosy chairs. Encourage everyone to create personalised workspaces that optimise their comfort and productivity.
• Open communication and regular check-ins: Encourage open dialogue to understand each employee's individual needs, strengths and challenges. Regular check-ins provide opportunities to offer support, discuss progress and make any necessary adjustments to help them succeed.
• Access to resources and support: Make sure all employees have access to the resources they need to do their best work. This could include assistive technology, professional development opportunities, or connecting them with mentors or employee resource groups for additional support and guidance.
• Mentors or job coaches: Providing neurodivergent employees with a dedicated mentor or coach can be transformational. These supportive figures can help with everything from understanding unspoken social rules to developing strategies for time management or sensory overload.

Education, communication, celebration

Understanding and celebrating neurodiversity awareness is essential for a truly inclusive workplace. Move towards this goal with:

• Company-wide training: Helps everyone embrace a neurodiverse workplace. Think about offering training in different ways (workshops, webinars, etc.) to suit how different people learn.
• Open dialogue: Make it safe for honest conversations about neurodiversity. Check-ins, surveys and open forums give employees a voice. This lets you know what's needed and where to celebrate wins.
• Neurodiversity-focused ERGs: focused on neurodiversity create safe spaces for support, learning and positive change. They can be a powerful force for advocating for improvements to policies and initiatives that directly benefit neurodivergent employees.

Flexibility and trust

Flexible arrangements can make a massive difference for neurodivergent employees. Consider these possibilities:

• Remote work options: Reduces potential stressors by allowing employees to work in environments they can control. This can be particularly helpful for those who find traditional offices overwhelming or distracting.
• Adjustable schedules: Allows work during peak energy times, maximising productivity and well-being. For some, this may mean earlier or later hours or more frequent breaks throughout the day.
• Autonomy in task management: Letting employees manage their own tasks builds trust and boosts productivity. Everyone has their own way of getting things done – respecting that leads to better results.

Empowering leaders for inclusion

Managers play a critical role in making everyone feel supported. Equip them with:

• Understanding of neurodivergent needs: Offer training on autism, ADHD etc.. Include information on how these different conditions might affect an employee's work experience.
• Training on managing neurodiverse employees: Equips managers with specific skills like clear communication, constructive feedback and the ability to provide alternative work arrangements for people who need them.
• The confidence to advocate for change: Train managers to spot potential roadblocks to inclusion across the workplace. Encourage leaders to use their voices to advocate for changes that benefit all employees and make the workplace more inclusive.

Embracing neurodiversity in the workplace isn't just the right thing to do; it's smart business. By welcoming the unique strengths of neurodivergent individuals, companies become more innovative, solve problems better, and create a workplace where everyone feels valued. 

While the neurodiversity competitive advantage is compelling, not every organisation has the tools to make it a reality. That's where Michael Page comes in. We have the expertise and resources to assist you with a truly inclusive hiring process.