Tamara 1% of the population is autistic and an estimated 3% have ADHD. By comparison, 2% of people living in Germany are red-haired.
Neurodivergent people represent an enormous potential that is hardly used in many companies.
What is Neurodiversity?
Neurodiversity is neurological diversity. People are different. Not just in our taste in clothes or whether we like our steak blue, medium, well done or vegan, but also in how we think, how we solve problems and how we can work productively.
In most areas, we value this diversity.
What is Neurodivergence?
Neurodivergence refers to deviations from the neurological norm. ADHD, autism, personality disorders, depression, anxiety disorders, and PTSD all fall under this spectrum, to name just a few. This group makes up 15-20% of the population.
Even chronic pain or long-term physical disabilities are sometimes included, as they can cause lasting changes in the brain.
What challenges do neurodivergent people face?
Neurodivergent individuals often encounter difficulties as early as the application process. For instance, job postings may be taken so literally that lacking a single required skill can discourage them from applying. Instead of seeing job listings as a wishlist, they may perceive them as a strict set of qualifications that must be met.
In the workplace, taking medication may lead to stigma or prejudgment. Communication may break down because individuals fear rejection and avoid open discussions. Even small things—like a colleague breathing too loudly—can become overwhelming, especially if wearing headphones is not permitted.
Often, minor adjustments could significantly improve the productivity and performance of neurodivergent employees.
This difference is not imaginary. It is not made up or fantasized. It is rooted in very real neurotransmitters that are not balanced in the same way as in neurotypical individuals. This imbalance means that neurodivergent individuals may struggle in a world designed for the other 80% of the population. However, they also possess strengths that the majority does not—strengths that no company should overlook.
What are the benefits of employing neurodivergent individuals?
In an era of widespread labor shortages, the economy can hardly afford to ignore potential workers. Yet, we continue to do so, effectively excluding up to a fifth of the workforce.
Neurodivergent individuals possess numerous talents that they could successfully utilize in a supportive work environment—if only given the chance.
How can employers support neurodivergent employees and applicants?
Don't wait for employees to come to you with requests. For many, even bringing up the topic is an insurmountable challenge. Be open. Communicate that workplace adjustments are available to everyone, and avoid lengthy bureaucratic approval processes. After all, you don’t have to be neurodivergent to concentrate better while listening to audiobooks.
Ensure that adjustments don’t feel like special privileges for a select few, which could be wrongly perceived as unfair advantages. Instead, make these accommodations available to all employees.
If a relationship of trust is established, take concerns seriously. The person reaching out has likely thought about it eighteen times before deciding to speak up.
No one would take away a wheelchair or an elevator from a paraplegic person and tell them to "just deal with it" because everyone else can walk.
Treat psychological conditions with the same seriousness as you would a broken arm.
How can companies become more attractive to neurodivergent employees?
Clearly distinguish between essential qualifications and "nice-to-have" skills in job postings. Indicate how much of the "nice-to-have" list is truly required.
Instead of simply listing "strong Microsoft Excel skills," specify exactly what tasks the employee will need to perform. Many autistic individuals might not apply because they only know 60% of Excel functions but assume that 100% proficiency is required.
This would be unfortunate—because no one knows all Excel functions, and the job likely only requires 30%. For many autistic individuals, however, 30% is not "good" if they don’t realize that the average employee only knows 2%.
This is just one example, but it applies to all skills.
Advertise benefits such as providing noise-canceling headphones, unpaid rest breaks without judgment, private offices if possible, or fully remote work. Promote openness to neurodiversity and make it clear that discrimination or bullying will not be tolerated under any circumstances.
Conclusion
It is impossible to list all the strengths that embracing neurodiversity can bring—because they vary from person to person.
However, some common examples include pattern recognition in autism, an extraordinary level of attention to detail, hyperfocus in ADHD that allows individuals to complete tasks in a fraction of the time, honesty and directness (which may sometimes be clumsy but are rarely ill-intended), exceptional perseverance in chronic illness due to a lifetime of managing pain and adversity, a deep sense of justice, openness to constructive criticism when treated with respect, an unstoppable drive to succeed after years of being underestimated, and empathy.
Empathy for being different.
Empathy when others look away.
Sources
https://www.sciencedirect.com/science/article/pii/S0165178123003992
OT Research Bolsters Neurodiversity in the Workplace