10 business benefits that come from a neurodiverse workforce
(31st January 2023) - Guest blog: Terkel
From growing an inclusive, fair environment to driving innovation with unique perspectives, there are many ways neurodiversity strengthens any organization.
We asked our friends in the Terkel community to share one way their organization has benefitted from a neurodiverse workforce. Here’s what they said:
- A more inclusive and equitable environment
- Provide attention to detail
- Cultivate an openness to change
- Speed up our talent search
- Find better, faster problem solvers
- See ADHD in a different light
- Grow loyalty and better employee retention rates
- Build trust and psychological safety
- Increase revenue
- Drive innovation with unique perspectives and worldviews
- A more inclusive and equitable environment
Our organization has benefited from having a neurodiverse workforce through the creation of a more inclusive and equitable environment. Neurodiversity is widely misunderstood, but the most important thing to know is that neurodivergent people have brains that work in ways that differ from most people.
While these differences can result in communication, social skills, and sensory processing challenges, these individuals are also incredibly talented and valuable employees. Having neurodiverse people in our organization has helped us to understand diversity in a way that was previously not possible and has allowed us to create a more inclusive environment where everyone feels valued and welcome.
Matthew Ramirez, CEO, Rephrasely - Provide attention to detail
We have found that neurodivergent employees, particularly those with autism, have exceptional memories and superb attention to detail. They are comfortable with complex and repetitive tasks and are able to sustain their focus for long periods of time.
These employees often excel in data sifting and data analysis, where they can put their enhanced powers of observation and recall to good use. With neurodivergent individuals on our team, we can be assured that emerging patterns will be spotted at an early stage, allowing us to act more swiftly and decisively.
Shawn Plummer, CEO, The Annuity Expert - Cultivate an openness to change
One of the biggest advantages of having a neurodiverse workforce is making the entire work culture more open to change. As neurodivergent workers offer a different take and approach to tasks, processes, and solutions, other employees can instantly adopt the more efficient processes and learn new strategies and approaches that help them increase their productivity and improve their results. This makes it an environment that is always willing to learn from one another and adapt to changes that will benefit the business.
Jenna Nye, CEO, On the Strip - Speed up our talent search
It's a competitive labor market, and neurodivergent individuals are historically overlooked with an unemployment rate of 30-40%—eight times the rate of people without disabilities or neurodifferences. Inclusive hiring solves both issues, helping us attract a highly talented team more easily, fill roles more quickly, and ensure that neurodivergent candidates have opportunities to put their talents to great use. Our talent searches are shorter, and our teams are stronger than ever.
Jack Underwood, CEO & Co-Founder, Circuit - Find better, faster problem solvers
I'm a self-employed business owner with noticeable ADD/ADHD. My neurodiverse colleagues and I can readily become quick experts and solve problems we've never encountered before.
In fact, the more challenging and complex the issue, the better! Because my brain is tearing down and rebuilding pathways every day, I can't rely on my memory alone. My colleagues and I have to be able to re-learn things fast and also constantly stay on top of new laws, industry trends, and technology updates—it's a lot. But our beautifully different brains allow us to do all this and more!
Susan Snipes, Chief People & Culture Consultant, GoCo - See ADHD in a different light
I was diagnosed with ADHD later in life. I always had extreme limitations to my attention span, but figured out a bizarrely life-changing way around those limitations: I delegate as much as possible and spend all of my time running multiple projects at one time. After building several 7-figure businesses.
I've tried explaining to others that ADHD wasn't a limitation so much as just a different way of experiencing the world. Just because someone sees and experiences life differently doesn't mean they're "broken" or anything like that. We need to see neurodiversity as another part of diversity, period. If you see things differently, turn it into your superpower-not a limitation.
Shaun Connell, Founder & CEO, Credit Building Tips - Grow loyalty and better employee retention rates
Neurodiverse workforces are more loyal—an especially important trait as businesses face major skills gaps, competitive hiring markets, and dropping retention rates. Massive multinational employers like JPMorgan Chase and Microsoft have hired some of the highest numbers of autistic employees and seen retention rates jump to upwards of 90%, thanks to well-planned DEI-focused hiring programs.
Neurodivergent candidates face much higher than average unemployment rates, and they're often underutilized in their roles. When you improve hiring and integration processes, you allow neurodiverse employees to connect with their teammates and face healthy challenges in their work—both of which improve engagement and loyalty.
Tory Gray, CEO & Founder, The Gray Dot Company - Build trust and psychological safety
Exploring and understanding a neurodivergent workforce can feel like a tall mountain to climb. What if you re-aligned your thinking so that neurodiverse teams can hike that mountain faster and more efficiently than non-diverse teams?
After over 20 years in the HR function as someone with the gift of neurodiversity, and being blessed with children who also have their own superpowers, I was motivated to learn more about working collaboratively across diverse teams. Two factors kept bubbling to the surface: Processing Time and Space to Contribute.
In order to actively engage and solicit ideas, ensure that team members get questions and materials in advance while providing multiple mechanisms in meetings to share those ideas. Out of this restructuring of meeting culture, we enhanced our brainstorming and idea-generation capability across all teams and projects. We have also found these practices to increase trust and develop a culture of greater respect and psychological safety.
Stacie Baird, Chief People Officer, Community Medical Services - Increase revenue
One of the primary benefits of embracing neurodiversity within a company is the potential for increased revenue.
A diverse workforce is more likely to bring a wider range of perspectives, ideas, and experiences to the table, which can lead to more creative and innovative solutions and ultimately drive business growth.
Additionally, companies that are seen as inclusive and supportive of neurodiversity may attract a larger pool of talented employees from which to draw, increasing the chances of finding top-performing individuals.
Marnix Langstraat, Founder, Dyslexic Disruptors - Drive innovation with unique perspectives and worldviews
Elevating the voices, perspectives, and worldviews of neurodivergent individuals drives the creation and development of universally accessible services and products. Prioritizing a neurodiverse workforce has truly improved our organizational culture and ability to innovate.
This is possible because we embrace a diversity of thought. Our hiring, onboarding, and systems have been drastically strengthened because we now prioritize accessibility and removing barriers. This has allowed team members to truly perform and deliver at their highest capacity. Mobilizing a neurodiverse team of consultants has significantly increased our impact, strengthened our brand, and the overall community.
Brittany Patrick, Founder & Disability Advocate, Umoja Collective LLC
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