Neurodiverse employees: An Underrepresented Goldmine of Talent

Neurodiverse employees: An Underrepresented Goldmine of Talent

Competence in the workplace has traditionally been determined within rather narrow parameters. The result creates a sameness among the skillsets in the workforce resulting in limited depth and breadth of ability, innovation, fresh perspective and overall diversity of thought. Workplace "homogenation" can be combatted by considering the skills of a heretofore untapped resource: the neurodiverse.

Neurodiverse individuals - those presenting with cognitive differences like autism, ADHD and dyslexia - experience and interact with the world differently than most people. Rather than branding these conditions as deficits in the workplace, they are finally being recognized as strengths that can introduce novel ways of seeing and thinking to the workforce. Neurodiverse employees provide valuable assets such as creativity, problem-solving, attention to detail and analytical thinking.

These are some specific examples of those valuable assets the neurodivergent possess:

Adept at "thinking outside the box" - The company’s innovation and problem-solving ability will increase because of neurodivergent employees’ fresh perspectives that give them the ability to recognize patterns others may miss and approach things from different angles.

Meticulous attention to detail - Because of this ability to work in a highly-focused capacity, data analysis, quality control, coding and other areas requiring deep concentration are arenas where neurodivergent individuals thrive. These attributes enhance the overall efficiency of your company.

Hiring - and accommodating - neurodivergent employees

If you want to hire the neurodivergent, it’s important your business supports their particular needs. Ensure they have what they need to succeed and feel comfortable operating within your workplace beginning with the hiring stage. Since some neurodivergent individuals struggle with social skills, eye contact and thinking on their feet, traditional interview styles create a barrier to being hired. Devising alternative ways they can demonstrate skills and proficiency, or providing them the interview questions in advance can help break down that barrier so they have a chance to shine without the pressure.

Prepare existing employees to understand and welcome neurodivergent coworkers with training on the differences in communication and work style they demonstrate. Make sure everyone understands how to recognize sensory sensitivities and how to accommodate them. Emphasize the importance of providing them with clear communication and detailed feedback.

Making some accommodations for the neurodivergent in the business will go a long way toward helping them thrive in their role. Since overstimulation can be an issue, provide quiet workspaces and noise-cancelling headphones. Others may struggle with remembering verbal communication and/or task management and will benefit from assistive technology and alternative communication options to help them communicate effectively and stay on task.

It’s clear that this largely underrepresented population is a goldmine of talent for your business. In addition to the skills and talents they bring to the job that benefit the business as a whole, there’s even more good news - companies that employ the neurodivergent enjoy higher retention rates and increased employee engagement. Why? Because a more diverse workforce fosters a culture of appreciation, respect, collaboration and teamwork among workers leading to feelings of acknowledgement and empowerment. And who wouldn’t want to work in that kind of environment?

How could hiring the neurodiverse benefit your company?