Embrace neurodiversity to build stronger and more productive teams

Worldwide estimates suggest that up to 20% (British Medical Bulletin) of the global population is neurodivergent. Despite growing awareness, many companies struggle with recruiting and retaining neurodivergent talent. Yet, research indicates that neurodiverse teams can be up to 30% more productive (Harvard Business Review) than their counterparts.

As Gen Z enters the workforce—53% of whom identify with some level of cognitive variance (Deloitte)—companies that fail to adapt risk missing out on top talent.

Creating an inclusive workplace isn’t just about hiring neurodivergent individuals—it’s about ensuring they feel valued, supported, and empowered to succeed. Business leaders must take proactive steps to foster an environment where all employees can thrive.

To make workplaces more accessible and supportive for neurodiverse employees, HR and inclusion leaders should consider the following:

Design future-forward workspaces for accessibility and wellbeing

A truly inclusive workplace considers both physical and psychological needs. Sensory-friendly office design plays a crucial role, from minimizing high-traffic areas and reducing harsh lighting to incorporating quiet zones where employees can decompress. Integrating assistive technologies such as screen readers and voice recognition tools ensures that neurodivergent employees have the resources they need to thrive.

Psychological safety is just as important. Flexible work arrangements, such as remote or hybrid options, empower employees to work in ways that align with their strengths and personal lives. Virtual inclusion should also be prioritized by adopting inclusive meeting practices, including optional video participation and structured introductions, to create a more supportive and engaging environment.

Rethink recruitment and retention strategies

Traditional hiring processes often create barriers for neurodivergent candidates. Organizations should consider adopting skills-based hiring, shifting away from rigid interview formats that may disadvantage neurodivergent candidates. Training interviewers on neurodiversity helps ensure recruiters understand how to differentiate between nervousness and lack of preparation.

Retention strategies should also be reviewed and strengthened. For example, Wells Fargo’s Neurodiversity Program delivers education, professional support, and enablement programs to enrich the lives and work experience of all employees, including those who are neurodiverse.

Provide leadership training and resources

People managers and senior leaders play a crucial role in shaping neuroinclusive workplaces. Educating all employees on neurodiversity through tailored awareness and training programs is essential, especially for those departments and staff who will work closely with neurodiverse colleagues, according to Samantha Schilling, Human Resources Director at Eaton.

Encouraging open dialogue ensures that neurodivergent employees feel comfortable seeking support without fear of stigma, and partnering with external organizations can further enhance efforts to create talent pipelines and reduce hiring barriers.

Recognize the business benefits of neurodiversity

Embracing neurodiversity isn’t just about doing the right thing—it’s also a smart business decision. Diverse teams drive innovation, solve problems from unique perspectives, and enhance productivity. For example, Alysia Steinmann, Managing Partner at EY, told the audience at the 2024 Catalyst Awards that one neurodivergent employee developed an algorithm that saved the company millions by streamlining a process that previously took four weeks.

As organizations continue to refine their business and workforce strategies to be competitive in today’s global market, neuroinclusion should remain top of mind. Beyond financial benefits, neuroinclusion fosters a more engaged workforce. Employees who feel supported are more likely to contribute ideas and help build a stronger, more dynamic company culture.

To learn more about how companies are recognizing and welcoming neurodiverse employees, watch our webinar recording “Neurodiversity at work.”