Who Benefits from a Neuroinclusive Workplace?

According to estimates from various organizations, as many as 20% of people worldwide may be considered neurodivergent. 

“We don’t have people like that in our company — we could hire them, but what for?”
— This is something we occasionally hear from clients. But what if such individuals are already there — they just haven’t disclosed it? Or perhaps they don’t have an official diagnosis, or aren’t even aware they could seek one?

Adults often begin to consider the possibility of their own neurodivergence when their child receives a diagnosis. That doesn’t change the fact that, in everyday life, they may struggle with many difficulties that are completely incomprehensible to most people. Problems with concentration or memory, sensory overload (that is, being overwhelmed by an excess of sensory input such as sounds, lighting, smells, or even the number of people nearby) — these are just a few examples. For many neurodivergent individuals, finding and maintaining stable employment is a real challenge precisely because of these factors.

However, if they find themselves in a supportive environment, they often clearly perform very well in certain areas — even better than the average person. In which areas? That depends on the specific neurodivergent profile, because the same type of task can be experienced in radically different ways. For example, individual work that requires intense focus and is structured and repetitive may be ideal for someone on the autism spectrum, while for a person with ADHD it could feel like torture.

Why, then, is business increasingly interested in neurodiversity? Does this field have its own “business case”? Every dimension of diversity impacts an organization’s capacity for innovation and its readiness for change. It helps surface unconventional ideas, develop new services, and address the needs of an evolving audience.

Studies show that diverse teams are as much as 60% more creative, which translates into 45% higher financial returns.*

What role can neurodivergent individuals play in this? If we create the right working conditions, employees on the autism spectrum, with ADHD or dyslexia, can become an incredibly valuable part of our business community. JP Morgan & Chase, for example, observed that employees on the autism spectrum work 48% faster and are nearly 100% more productive than their neurotypical colleagues.*.

That’s hardly surprising when we realize that our brains function differently, focus on different things, and express unique talents in very diverse areas.

Why, then, is the potential of neurodivergent individuals still so underutilized? It’s estimated that as many as 80% of them do not find stable employment. Communication style, social interaction, and distracting work environments are among the main reasons why companies miss the opportunity to engage neurodivergent talent. On top of that comes interaction with colleagues and supervisors who — often unknowingly — create additional barriers instead of offering support in everyday functioning.

There are still very few organizations on the Polish market that take a strategic and thoughtful approach to opening up toward neurodivergent individuals. Yet this is not only about an untapped pool of talented candidates, but also about customers whose needs may also differ. For example, designing advertisements or packaging that is readable for people with dyslexia is increasingly becoming an intentional way of reaching this audience. “Quiet hours” in stores are meant to address the needs of individuals on the autism spectrum, as well as those sensitive to noise or with hearing-related challenges.

This last example shows that adapting the environment doesn’t serve only neurodivergent individuals — it also benefits the neurotypical majority. After all, when we’re tired after a long day, we might simply prefer quieter spaces over environments overloaded with constant sales messages. Neurodiversity promotes the idea of universal design — an approach that serves everyone by taking into account a wide range of needs and preferences. Broadly understood, design includes not only physical space, but also types of services, business processes, and methods of effective collaboration.

What can you do to prepare your organization to work with neurodivergent individuals? How can you implement universal design that takes neurodiverse needs into account? I suggest starting with employee education — especially for those in leadership positions. Increasing awareness of different expectations and ways of functioning within a group is key to effective communication and collaboration. Even small improvements and adjustments to the way we work can benefit all employees, while allowing those who are neurodivergent to function without unnecessary effort or stress.

Is it worth it? Many companies show that even small steps to support employee effectiveness lead to a real return on investment and improved overall performance.

Want to learn more about how we support businesses and how we can help your organization? Get in touch with the Diversity Hub. Our experts will be happy to answer all your questions.

* Boston Consulting Group: “How Diverse Leadership Teams Boost Innovation”
** https://www.unleash.ai/diversity-equity-inclusion/ey-neurodiversity-is-good-for-business/