A couple of years ago, a South Korean Netflix drama about a female lawyer with autism became a hit online. The titular character Attorney Woo had great memory, pattern recognition abilities, and was good at investigation. However, she had one problem: she had challenges socialising with other people.

Attorney Woo is an example of a neurodiverse talent. People who are neurodiverse are ones with autism spectrum disorder, attention deficit hyperactive disorder (ADHD), dyslexia, dyspraxia, social anxiety, and other disorders. They often have special skills and higher-than-average abilities, but have difficulty fitting the profile that recruiters look for in employment.

The National Cancer Institute reported that nearly 20 per cent of the world’s population has exhibited some form of neurodiversity. In the United States alone, about 1 in 42 among boys while 1 in 189 among girls are in the autism spectrum, according to the Centers for Disease Control and Prevention. Meanwhile, the Liberal Democrat Association said that about 1 in 7 people are neurodivergent in the United Kingdom.

Unlike most adults, neurodivergent people typically have special needs like medications or therapy–things that they may need to sustain for life. But until today, these people are still struggling to have jobs to support themselves. Multiple reports have shown that at least 30 per cent of neurodivergent adults are unemployed despite employers repeatedly expressing their desire to hire them.

Why embrace neurodiversity in the workplace

On its face, hiring neurodiverse professionals may seem a bit counter-intuitive. Decades of discriminatory structures make leaders think twice fearing that neurodiversity in the workplace may disrupt core business processes.

However, studies have repeatedly shown that actively seeking and supporting neurodiverse talent offers numerous advantages for employers. Neurodiverse individuals often possess unique skills that are highly valuable to businesses, and fostering neurodiversity creates a more inclusive workplace.

Here are some of the benefits of workplace neurodiversity:

Neurodiverse talent has diverse skill sets that set them apart from others. Unique skill sets are valuable in various fields. For example, people in the autism spectrum disorder exhibit exceptional attention to detail, pattern recognition abilities, and a knack for logical problem-solving. These can be particularly useful in fields such as software development, engineering, and quality assurance.

Neurodiverse talent are innovative and creative. Neurodiverse talent often have different paradigms that can foster creativity and create innovative solutions that enhance team performance. They think differently and approach problems from unconventional perspectives. Their divergent thinking can spark innovation within teams, leading to fresh and novel solutions to nuanced problems.

Neurodiverse talent can increase company productivity. With sufficient support, neurodiverse talent can become significantly more productive. There are studies that show that they can become up to 140 per cent more productive inside the workplace.

Hiring neurodiverse talent can help lead to higher retention rates in the company. Embracing neurodiversity can improve employee retention and satisfaction, which builds a more committed workforce.

Also Read: How to unleash the power of a cognitively diverse workforce

How to effectively hire neurodiverse talent

Unlocking the potential of neurodiverse talent requires a comprehensive approach that starts with reimagining the hiring process. Companies should partner with specialist organisations like Specialisterne and the Autism Alliance of Michigan to access a wider pool of talent.

Job descriptions should be clear, concise, and focus on essential skills, while interviews can be replaced with more inclusive methods like hackathons or project-based assessments, allowing candidates to shine in practical settings.

Global tech giants have been using alternative interview methods to effectively hire neurodiverse talent. SAP, for instance, uses a multi-day workshop format for interviews, allowing candidates to demonstrate their abilities in a practical setting. The company has found that autistic employees often excel in areas like software testing, debugging, and data analysis. Microsoft, meanwhile, mount hackathons and project-based assessments, to allow candidates to showcase their skills in comfortable settings.

Both companies provide ongoing support, including mentorship, coaching, and access to employee resource groups. They also offer customised accommodations like quiet workspaces, flexible schedules, and assistive technologies to support their neurodiverse talent and allow them to thrive.

How to nurture and develop neurodiverse talent

Supporting neurodiverse talent in the workplace requires understanding and accommodating their unique needs and perspectives. Here are some ways to help you cultivate an inclusive and supportive environment:

1) Educate yourself and your team

Familiarise yourself with different neurodevelopmental conditions (e.g., autism, ADHD, dyslexia) and how they might present in the workplace. Challenge stereotypes. Encourage your team to understand neurodiversity as a difference, not a deficit.

2) Provide a supportive work environment

Offer flexible work arrangements, remote work options, or quiet workspaces to accommodate sensory sensitivities and individual needs. Provide clear communication and expectations. Avoid jargon, and provide written instructions or checklists. Minimise distractions: Offer noise-cancelling headphones or designated quiet areas.

3) Foster a culture of understanding and acceptance

Encourage open communication. Create a safe space for employees to discuss their needs and challenges. Promote empathy and respect. Encourage colleagues to be mindful of individual differences and communication styles. Create areas of collaboration between employees and neurodiverse talent so they can understand each other better.

4) Recognise and value strengths

Identify and leverage the unique skills and perspectives that neurodiverse employees bring to the team. Offer training and development opportunities that cater to different learning styles. Offer constructive and specific feedback. Focus on observable behaviours and provide clear suggestions for improvement.

5) Celebrate with talent across the board

Acknowledge and celebrate the contributions of neurodiverse employees. Promote a culture of inclusivity and highlight the value of diversity and the unique strengths of each individual.

6) Be patient and understanding

Always allow for adjustments. Recognise that it may take time for neurodiverse employees to adapt to new environments and routines. Provide consistent support and encouragement to help employees thrive.

Also Read: Neurodiversity in cybersecurity

Why hiring neurodiverse talent is the way forward

The world is facing a growing talent shortage, and companies are struggling to find skilled individuals to fill critical roles. At the same time, there's a rising demand for Diversity, Equity, and Inclusion initiatives, pushing organisations to create more inclusive and equitable workplaces. Embracing neurodiversity offers a powerful solution to both challenges. By tapping into this often-overlooked talent pool, companies can access a wealth of skills and abilities while simultaneously fostering a more diverse and inclusive workforce.

Neurodivergent individuals bring unique perspectives, problem-solving approaches, and cognitive strengths that can be invaluable assets in today's rapidly changing business landscape. Their ability to think outside the box, identify patterns, and hyperfocus on details can drive innovation and give companies a competitive edge. Moreover, by creating a workplace where neurodiversity is celebrated and supported, organisations can attract and retain top talent from all backgrounds.

In the future, companies that thrive will be those that actively cultivate neurodiversity. This means going beyond simply hiring neurodivergent individuals and investing in their long-term success. It requires creating an environment where everyone feels valued, respected, and empowered to contribute their unique talents. This includes providing customised support, flexible work arrangements, and opportunities for growth and development.

By embracing neurodiversity as a core component of their DEI strategies, companies can build a more resilient, innovative, and equitable future. This not only benefits the individuals involved but also strengthens the organisation as a whole, leading to increased productivity, creativity, and a more positive and inclusive work environment.