The evolution of Diversity, Equity, and Inclusion (DEI) initiatives in the workplace continues as more businesses realize the benefits that come along with them. With diverse companies being 70% more likely to attract new markets, it’s clear why DEI is now a priority. Aside from the potential revenue benefits, DEI has become an important step toward employee retention. A survey from Glassdoor revealed that 76% of both job seekers and employees cited a diverse workforce as significant when seeking job opportunities, further enforcing DEI’s importance. Companies have taken these results to heart, as more than 80% of companies have reported their implementation of DEI initiatives. Even so, there is one underrepresented group that deserves inclusion and yet is often overlooked: neurodiverse employees.
Neurodiversity refers to a range of conditions that includes but is not limited to: Attention deficit hyperactivity disorder (ADHD), autism spectrum disorder (ASD), dyslexia, dyscalculia, and obsessive compulsive disorder (OCD). As 15 to 20% of the global population is considered neurodiverse, neurodiversity is by no means a rarity, and it’s something companies should expect to face as they grow and recruit more employees. Despite this fact, a 2023 survey found that 51% of neurodiverse employees have either quit their jobs or are willing to quit because they feel unsupported at work. Not only does this lack of support further fuel the high turnover rates and current labor shortage, but it is also a sign of a negative company culture that can damage the entire workplace. All companies stand to benefit from nurturing teams of diverse employees, and that includes neurodiverse individuals.
Unfortunately, many neurodiverse employees still face stigma in the workplace, which may contribute to the 51% that are willing to change jobs. A recent survey of 500 neurodivergent employees revealed that 61% experienced stigma at work. The respondents also felt they had to hide their neurodivergent identity with 19% citing negative experiences when they did disclose it in the past. While some may argue that employees should be more transparent, these fears stem from a very real place because not only are they facing shame in the workplace, but they also risk not getting hired in the first place. Research from The Institute of Leadership and Management reveals that there is such little understanding of neurodivergence that “half of all leaders and managers would not employ a neurodivergent person.” There are several benefits to hiring neurodivergent individuals, but leaders must push past preconceived notions to experience them.
Companies that make an effort to include neurodiverse employees in their DEI initiatives will not regret their decision. They will soon find that these employees bring high-quality work, creativity, and innovation through new perspectives that leaders might have otherwise missed out on. One example is shown among dyslexic employees, who bring strengths such as creativity and analytical reasoning to their roles. Employees who have ASD are also valuable in the workplace as they make fewer errors and have been found to be 90 to 140% more productive at work when compared to neurotypical employees. These are just a few of the many advantages that companies will experience when hiring and accommodating neurodiverse talent.
The bottom line is that neurodiverse talent often brings unique individual strengths to the workplace. DEI is already well-known as a successful tool for utilizing the strengths that come from diverse groups. Now it’s time for leaders to bring these initiatives to neurodiverse groups. When given the proper support they need to succeed, these employees will be loyal to the team while contributing to the company’s overall success.
