1 in 5 people are neurodivergent: Reduce staff turnover by creating workplaces where neurodiversity thrives

The importance of neurodiversity

Did you know that one in five people are neurodivergent? Neurodiversity encompasses a wide range of cognitive variations, including autism, ADHD, dyslexia, and more. For businesses, recognising and accommodating these differences isn’t just about inclusivity—it’s a critical factor in reducing staff turnover and building a motivated, content workforce.

The challenge and the opportunity

Traditional workplaces often overlook the needs of neurodivergent individuals, leading to environments where these employees may struggle to thrive. However, when employers take the time to understand and provide the necessary accommodations and adjustments, the results can be transformative.

Reducing turnover through understanding

By making simple adjustments—such as flexible working arrangements, clear communication, and supportive management practices—employers can significantly reduce staff turnover. Neurodivergent employees who feel understood and valued are more likely to stay with the company, leading to a more stable and experienced workforce.

A happy and motivated workforce

Employees who receive the support they need are not just more likely to stay—they are also more likely to be happy, engaged, and productive.

A neurodivergent employee from the Project’s National Advisory Group shared,

“Feeling understood by my manager meant that I felt valued by the workplace, and that my unique perspective was valuable. When managers have understood me and my strengths, I have definitely felt more motivated to do my best for the business or company as a result.”

This not only enhances individual performance but also contributes to a positive company culture that benefits everyone.

A strategic business advantage

Embracing neurodiversity offers companies a significant strategic advantage. A workforce that includes neurodivergent individuals brings a wealth of diverse perspectives, creative problem-solving skills, and unique strengths that can drive innovation and growth. In today’s competitive market, these qualities can set a company apart from its peers and reduce staff turnover.

Conclusion: Embrace neurodiversity and reduce staff turnover

Neurodiversity is not just about inclusivity—it’s about harnessing the full potential of your workforce. By understanding and accommodating the needs of neurodivergent employees, companies can reduce turnover, boost morale, and gain a strategic edge in the marketplace. Now is the time to embrace neurodiversity and unlock the benefits it brings to your organisation

The image used in this blog is sourced from Unsplash.

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A neurodivergent experience

My name is Pen. I’m 36 years old, and was diagnosed with autism in my early teens, and then later with obsessive compulsive disorder and depression.

A neurodivergent story by Kate

My name is Kate, and I’m a neurodivergent employee who has been looking for work for about a year now. I thought I’d share some thoughts around barriers I’ve experienced along the way.

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“As an employer I believe and have seen that supporting neurodiversity isn’t just about being inclusive, it’s good for business. It attracts a wider talent pool, boosts innovation, improves employee well-being, and reduces costs. In short, it strengthens your employer brand and builds a successful work environment.”

“As a small business we create policies and procedures collaboratively with staff, making sure that the policies are designed for them by them”.

“When you’re in an inclusive workplace people identify and understand the strengths you bring and accommodate work to focus on your strength areas”

“In an inclusive workplace neurodivergent employees should feel that they are understood by staff.”

“Inclusive onboarding for me really enhanced the comfort. Your first day can be really scary as you don’t know what to do, who to meet. At one place started at they told me what the plan was, who I was to meet and gave me clear instructions of where to go which helped me have a plan until the person who was collecting me arrived which made the whole thing a little bit less stressful.”

“I found work tours really helpful when they are part of the interview. It helped me sell myself during the interview as you can look at the types of equipment you will be using and get a better idea of what they want from you and the employer gets to see how you react to the environment”

“Feeling understood by my manager meant that I felt valued by the workplace, and that my unique perspective was valuable. When managers have understood me and my strengths, I have definitely felt more motivated to do my best for the business or company as a result.”

“I’ve noticed that in workplaces I’ve been in positive changes have been really successful when they come from the top down.”

“In the business I work in, to show job seekers that we are inclusive we have inclusivity statements on our website and our job ads. We also offer adjustments and accommodations as part of the recruitment process”

“The advice that I would give to businesses wanting to be inclusive is you have to start somewhere, even with something small. Be open to new ways of thinking and get input from staff to start making inclusive changes. Get it going, get it moving and let’s start doing something.”

“Your workforce needs to reflect your customer base. It really allows your customer base to feel more welcome and like they belong. I have found also that diversity of thought, skills background and knowledge also reduces bias and group think within an organisation, that’s one of the key things I have found”.

‘In an organisational setting, inclusion is seen as a means to improve performance and employee satisfaction. It improves employee loyalty, creative problem solving and teamwork.

“In my previous role I did not disclose this information because I was already having difficulties with colleagues. In my current role I have disclosed to team members I am comfortable with.”

Autism SA completed a National Survey in 2023, where 72 neurodivergent people were asked if they had disclosed during the recruitment process or in a workplace. 33% shared that they had not disclosed, 40% said that they had disclosed their diagnosis, while 26% partly disclosed.

“I love sharing my experience of being on the spectrum with people. It’s all about awareness”

“The number one thing that neurodivergent jobseekers look for when determining if an organisation is inclusive, is inclusive statements and language”

“Inclusive workplaces enhance teamwork and collaboration by valuing diverse contributions and perspectives.”

“Neurodiverse workplaces better reflect and understand the needs and preferences of diverse groups of people. This helps to expand the market and customer base and provide a wider range of products and services.”

“A diverse workforce is able to tackle a wide range of work challenges, thereby increasing overall efficiency and productivity.”

“This diversity can promote innovation and creativity, as different ways of thinking can lead to different perspectives and approaches to problem solving.”

“As an autistic employee, feeling valued motivates me to do my best”

“Inclusive recruitment has allowed us to build a diverse talent pipeline, ensuring our organisation’s long-term success.”