Roughly one in seven people identify as neurodivergent, yet only 15% of those diagnosed are employed. This disparity points to a crucial problem – a lack of understanding and resources.

Neurodiversity describes the difference in how people’s brains process information, learn and behave. It’s an umbrella term that encompasses conditions like autism, dyspraxia, dyslexia and ADHD. Businesses often focus on the perceived challenges of these conditions, as opposed to the valuable benefits neurodiverse individuals can bring.  

Innovation, problem-solving and contrasting perspectives – the hallmarks of a thriving modern workplace – are inherent strengths of many neurodivergent people.  

A plethora of possibilities 

By fostering an inclusive environment and tapping into this wider talent pool, businesses can not only attract but retain top performers who bring a unique set of skills and ideas to the table.  

Establishing an inclusive workplace is the first building block in creating a psychologically safe environment. In doing this, businesses ensure neurodiverse employees feel valued, safe and able to express their opinions, which in turn fosters a sense of belonging and loyalty, leading to a more stable and committed workforce.  

But the benefits businesses stand to unlock don’t stop there. Neurodiverse individuals often think differently and approach problems in a unique way. Within a business environment, this can help to solve internal or customer challenges via previously unthought of solutions.  

Additionally, those with conditions like ADHD can exhibit exceptional hyperfocus, allowing them to delve into tasks in great depth and excel at detail-orientated work. This could include a wide range of responsibilities such as software coding and testing, data analysis and auditing.  

Alongside this, some neurodiverse people can identify patterns and connections that might otherwise go undiscovered. In fact, people with autism are 40% faster at completing tests that require pattern recognition and visual thinking than those without. 

For a tech business, this may materialise as an individual working in a data analysis role identifying a recurring issue raised across numerous customer calls. They could then alert the development team, who might propose a software update or introduce a new process to address the issue proactively, improving both the product and customer experience.

Not business as usual: three steps to help create a successful neurodiverse team 

It’s clear that neurodiversity can drive innovation and creativity. But how can businesses create an inclusive environment that empowers individuals? 

First, businesses need to encourage open communication with potential and existing employees about their individual needs and preferences. Understanding how an employee works best will allow businesses to tailor their management approach.

This can be done through various methods, such as behavioural and motivation assessments, which help managers work more effectively with their teams and support each individual in reaching their full potential. In fact, employees who feel their voice is heard are almost five times more likely to perform their best work.   

It’s important to ask about these factors during the hiring process to ensure teams can prepare in advance of an individual joining. This will also give the new starter peace of mind ahead of their first day. However, it can’t stop there.  

Instead, businesses need to regularly check in with all employees throughout their time at the company. This means if preferences and needs change, then the management of that individual is updated to reflect this.   

Once these conversations have taken place, businesses must consider how to tailor their approach. For example, this might include offering flexible work schedules that allow them to start and finish later in the workday.  

In addition, adjustments could also consist of customising communication, so briefs are shared in specific formats with prioritised tasks highlighted, or personalised workstations that address sensory needs like minimal overhead lighting.  

Finally, businesses need to provide regular training for managers and employees. Training managers fosters a greater understanding of the specific needs of those in their team and training employees creates a more inclusive work environment that’s built on awareness and appreciation.  

 A neurodiverse workforce matters 

In today’s business landscape, a truly successful company is one which embraces diversity. Whilst many are taking action to do so, often overlooked is the untapped potential of neurodiverse individuals. 

By recognising and harnessing the unique strengths and perspectives of neurodiverse employees, businesses can foster innovation, enhance creativity, and build a more equitable and inclusive workplace. 

Investing in neurodiversity not only benefits the individuals involved but also creates an environment where everyone feels valued and supported. As a result, businesses can unlock the full potential of their workforce and position themselves for long-term success.