Neurodiversity is a relatively new term which until recently was quite poorly understood in general, although that’s now beginning to change. Essentially, Neurodiversity describes people whose brain differences affect how their brain works. That means they have different strengths and challenges compared to people whose brains don't have the same differences. Neurodiversity covers a range of conditions, including ADHD, Autism, Dyspraxia, and Dyslexia all considered to be Neurodiverse conditions.

Diversity and inclusivity as a general concept has become an increasingly important area for organisations in terms of fostering a culture and a workplace that gives all employees the potential to thrive. However, until more recently the Neurodivergent community has often been overlooked in the wider diversity conversation. Positively, this is now starting to change as organisations recognise the value of embracing and incorporating Neurodivergent employees into their workforce.

Organisations are now adopting a wide range of strategies that not only help to accommodate Neurodivergent employees but could also better support other diverse colleagues and their neurodiverse counterparts as well. These strategies can help organisations to better leverage the value of their overall workforce and create a better workplace for all.

“Neurodiversity may be every bit as crucial for the human race as biodiversity is for life in general. Who can say what form of wiring will be best at any given moment?”

One of the major benefits of an inclusive workforce is that it encourages different ways of thinking and different approaches to work, innovation and creativity. Research suggests teams that include Neurodivergent professionals can be 30% more productive than those without them. Inclusion and integration of Neurodivergent professionals can also boost team morale. Abilities such as visual thinking, attention to detail, pattern recognition, visual memory, and creative thinking can help illuminate ideas or opportunities teams might otherwise have missed. As one Neurodivergent business leader has said in the past, ‘we need to move away from discussing and dealing with this topic as diversity and more about unique strengths and capabilities.’

Organisations are revisiting their strategies around hiring practices, creating a conducive working environment and tailoring career pathways to enable greater success for Neurodivergent colleagues.

As businesses continue to be challenged to rethink many of their workforce strategies, embracing the potential of the Neurodivergent workforce opens up many opportunities. Many organisations are now open to hiring Neurodivergent individuals and are looking to make the necessary adjustments in order for them to thrive in the workplace. Given the benefits these professionals bring in relation to innovation and productivity, organisations that do not move in this direction risk losing out to other organisations that provide professionals a safe and progressive work environment.

Additionally, what organisations do to provide an inclusive environment for their neurodivergent workforce can have spill over effects on the entire workforce. What leaders and managers learn from finding solutions for the unique needs of Neurodivergent professionals can be applied to the entire workforce. Common considerations for Neurodivergent professionals may alter traditional HR practices but can inevitably make the workplace a better, safer, and more inclusive place for everyone.