Unleash the superpower of neurodiversity: A strategic imperative for EX

Embracing diversity increases innovation and creativity, delivering a competitive edge to the enterprise. However, a crucial aspect of diversity often goes unnoticed and underdeveloped: the superpowers of neurodiversity.

Neurodiversity refers to strengths and talents found in individuals with neurological conditions such as autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), obsessive-compulsive disorder (OCD), and dyslexia. These individuals often possess exceptional skills, such as pattern recognition, memory, and mathematics, that can significantly benefit the workforce. Tech leaders like IBM, EY, and RRD have recognized and embraced neurodiversity as a strategic imperative, bringing benefits such as a fresh perspective and an untapped set of skills and approaches to help them face new challenges.

But neurodiversity is often invisible or often undiagnosed. In your author’s case, I received an ADHD diagnosis in adulthood, and it has unquestionably been a journey toward gaining a better understanding of my own strengths and limitations in the workplace, as well as learning how to communicate my needs more effectively. Likewise, many employees face the challenge of navigating their own employment journey, often requiring assistance before it affects their overall employee experience (EX).

Neurodiverse talents can bring an extraordinary arsenal of skills to the table that can boost your organization

The concept of Neurodiversity is grounded in the belief that neurological variations should be celebrated rather than pathologized. Conditions like ASD, ADHD, and dyslexia provide unique ways of seeing and interacting with the world, often resulting in unique talents and strengths (see Exhibit 1).

For instance, ASD is a developmental disorder with social and communication challenges, but strengths in the workplace often include attention to detail and a unique perspective that enhances tasks requiring precision and creative problem solving. ADHD is a neurodevelopmental disorder characterized by difficulties sustaining attention, but strengths in the workplace can include hyperfocus, creativity, and the ability to thrive in dynamic environments. Some research has even found that neurodiverse teams can be 90%–140% more productive, and organizations prioritizing inclusivity generate 19% more revenue.

Exhibit 1: Neurodiverse individuals present unique strengths that can improve productivity, innovation, and engagement in the workplace

Contents: Based on an image created by Dr. Nancy Doyle, based on the work of Mary Colley, Neurodiversity at work: Opportunity or Exploitation
Source: HFS Research, 2024

The invisibility of neurodiversity in the workplace is a significant concern that profoundly impacts the employee experience (EX)

It is estimated that 15%–20% of the global population today falls within the neurodivergence spectrum. Yet, in the workplace, neurodiversity is often hidden, and individuals often go to great lengths to mask their characteristics to conform. Many neurodiverse individuals may also remain undiagnosed, as the spectrum nature of these conditions can make them challenging to identify. This invisibility can harm candidates and employees, causing them to struggle silently in their employee journey.

Neurodivergent individuals also often encounter challenges that remain unnoticed and unaddressed within the workplace. For example, they may grapple with sensory sensitivities that overwhelm open office environments or communication differences that can lead to misinterpretation. Executive function challenges might affect their time management and organizational skills, making tasks more challenging. When left unattended, these issues can hinder their performance, job satisfaction, and overall employee experience, directly impacting customer experiences and your bottom line.

Service providers promote neurodiversity through accessibility, inclusive design, and fostering innovation while helping organizations embrace it

IBM is championing neurodiversity with concrete accessibility practices in their teams

IBM actively promotes neurodiversity through initiatives like Neurodiversity Month, a dedicated neurodiversity community, and specialized training programs. A crucial aspect of IBM’s approach is its strong focus on accessibility practices and tools, ensuring that its digital platforms cater to a wide range of cognitive abilities. They achieve this by creating inclusive designs and providing accessibility testing tools, seamlessly incorporating considerations like reducing sensory overstimulation and accommodating diverse thought patterns into their design processes. Furthermore, IBM extends its expertise to clients, sharing knowledge and experiences to help them embrace neurodiversity and accessibility, thus contributing to the broader promotion of these principles.

EY embraces neurodiversity as a catalyst for innovation and business success internally and for clients

Since launching its Neuro-Diverse Centers of Excellence (NCoE) initiative in 2015, EY has leveraged the talents of truly neurodivergent teams that integrate the power of cognitive diversity to drive intelligent innovation and transformative thinking in 22 cities, 10 countries, and expanding. EY’s neuro-inclusion model targets jobs in AI, automation, blockchain, cloud, cybersecurity, and data analytics for application across the business world. Recognizing the value of diverse teams, EY positions neurodiversity at the intersection of a broader DEAI (diversity, equity, inclusion, and abilities), future of work, and value creation strategy. They offer clients Neurodiversity-Powered Transformation (NPT) services, encompassing technical project delivery and consulting to implement neurodiversity within organizations strategically. EY also assists clients in establishing comprehensive neurodiversity programs, covering talent sourcing strategies, organizational architecture, and management training.

RRD is championing neurodiversity in its practices and creating safe workplace spaces, recognizing the value of diverse thinking

RRD embeds neurodiversity as a key aspect of its Diversity and Inclusion charter. It actively creates an inclusive workplace by identifying roles that harness the strengths of neurodiverse individuals, providing flexible work options, sensitizing stakeholders, and offering mentorship programs. It also designs sensory-friendly spaces and equipment. Its approach is rooted in listening to and involving neurodiverse colleagues in decision making and ensuring everyone has a voice and the tools they need to succeed.

To create an inclusive workplace for neurodiverse individuals, educate, adapt, accommodate, foster inclusion, and seek feedback

With such a high prevalence of neurodiversity globally, it is critical to unlock the potential of neurodiversity in your workplace. Here’s how you can pave the way toward a more inclusive workplace:

• Educate your workforce: Begin by educating your employees about neurodiversity, dispelling myths, and encouraging open dialogue to reduce stigma and foster empathy.
• Revise recruitment processes: Evaluate and adapt your recruitment process to be more inclusive of neurodiverse candidates. Consider alternative interview formats and assessments that cater to various communication styles and needs.
• Implement accommodations: Provide reasonable accommodations for neurodiverse employees, such as sensory-friendly workspaces, flexible work arrangements, and assistive technologies, to support their unique needs.
• Foster a culture of inclusion: Promote a culture of inclusion by encouraging open and transparent communication. Create mentorship programs that connect neurodiverse employees with allies who can help them navigate the workplace effectively.

The Bottom Line: Leaders must recognize that embracing neurodiversity is not merely a strategic advantage but an EX imperative. The hidden strengths and unique perspectives of neurodiverse individuals can be a wellspring of innovation, productivity, and revenue growth.

Neurodiversity in the workplace brings many benefits, enriching the talent pool with unique cognitive profiles and problem-solving approaches, driving productivity, and enhancing retention rates. In today’s fiercely competitive business landscape, where innovation and creativity are crucial, embracing diverse thinking from neurodiverse individuals becomes an imperative strategy for maintaining a competitive edge.

Organizations like IBM, EY, and RRD recognize neurodiversity as a superpower, enabling them to engage a motivated workforce, foster innovation, and gain a competitive advantage, ultimately redefining what is possible in pursuing innovative excellence.