Gain a competitive advantage
In today’s competitive business landscape, fostering a diverse and inclusive workplace is more than a moral imperative—it’s a strategic advantage. Among the different dimensions of diversity, neurodiversity stands out for offering unique benefits that can significantly boost productivity, drive innovation, and improve overall organisational performance.
Businesses can tap into the power of neurodivergence by actively attracting, supporting and including neurodivergent employees. People with distinctly unique neurological differences such as autism, ADHD, and dyslexia can bring unique strengths that, when harnessed effectively, can drive superior business outcomes.
The power of unlocking neurodivergent potential
Leading companies like JPMorgan Chase, HP, ANZ, SAP, and Specialisterne have shown the benefits and competitive advantage of attracting and including neurodivergent employees into their workforce. By embracing the unique strengths of neurodivergent individuals, these companies have seen increased productivity, more innovation, and a stronger company culture.
Niki Welz, Neuro-inclusive Recruitment Project Manager at Autism SA shares,
“With 20% of the workforce identifying as neurodivergent, it’s imperative for businesses to evolve their practices and create neuro-inclusive environments. By fostering workplaces that recognise and harness the unique strengths of all employees, companies can drive innovation, boost productivity, and cultivate a more engaged workforce. This strategic commitment to neuro-inclusion not only empowers employees but also strengthens the organisation’s competitive edge.”
There are a number of ways in which unlocking neurodivergent potential in your workforce can create a competitive advantage.
1. Boost productivity and performance
Actively attracting neurodivergent talent into the workforce can foster inclusivity and can boost productivity. Studies have shown that neurodivergent employees often excel in areas requiring a high level of attention to detail and strategic thinking, resulting in impressive efficiency gains.
- Increased productivity: Research from Deloitte suggests that teams with neurodivergent professionals can be up to 30% more productive. This is likely because of neurodivergent employees’ unique skills and cognitive abilities, allowing them to solve problems and approach tasks differently than their team members. Additionally, JPMorgan Chase’s Autism at Work initiative found that neurodivergent employees were 90% to 140% more productive than their neurotypical counterparts. Mirroring this, the investment bank JP Morgan launched its Autism at Work programme in 2015 as a four-person pilot, the program rapidly expanded to more than 150 employees in eight countries. Within six months, the pilot program revealed autistic employees being 48% faster and almost 92% more productive than neurotypical colleagues.
- Unique strengths: Neurodivergent individuals often possess unique strengths and capabilities such as attention to detail, consistent performance, and the ability to hyper-focus. For example, employees with ADHD who harness their hyper-focus can outperform their peers in completing tasks and driving innovation.
- Performance: SAP’s Autism at Work program has found that neurodiverse teams exceed expectations in speed and accuracy, particularly in software testing. Similarly, Specialisterne has demonstrated how neurodivergent employees excel in data and quality assurance roles, outperforming neurotypical employees in both speed and accuracy.
- Problem-solving abilities: Vicky from Specialisterne, a company that specialises in placing neurodivergent jobseekers in industries, shared a story about one of its employees. “Three months in, after he was settled, the individual was able to solve a system problem that had been sitting around for 5 years,” she said. This ability to approach problems from a different perspective helped solve an issue that had been a significant challenge for the business and external vendors.
- Diverse teams outperform: A report from McKinsey & Company found that diverse teams outperformed homogenous ones in profitability by 36%.
2. Drive innovation and creativity
Companies that are inclusive and diverse are shown to be more innovative and creative. Neurodivergent employees contribute unique perspectives and problem-solving approaches that help foster a culture of innovation, allowing companies to stay competitive in a rapidly changing market.
- Enhanced innovation: In 2018, Deloitte reported that companies with inclusive and diverse cultures are six times more likely to be innovative and agile and twice as likely to meet or exceed financial targets. Additionally, diversity of thinking enhances innovation by about 20% and helps identify risks, reducing them by up to 30%.
- Unique perspectives: Neurodivergent individuals bring fresh ideas and approaches, often seeing patterns and connections that others might miss. This diversity in thought ensures challenges are approached from multiple angles, leading to more robust solutions. The Korn Ferry Institute found that firms focusing on neurodiversity experience increased innovation, better communication, and enhanced psychological safety.
- Creative solutions: The distinct cognitive processes of neurodivergent employees lead to out-of-the-box thinking. Those on the autism spectrum, for example, excel in identifying inefficiencies, while individuals with ADHD contribute high levels of creativity and energy to brainstorming sessions. A study completed by Harvard Business Review found that teams comprising neuro minorities, such as ADHD or dyslexia, had a stronger potential to create unique ideas and groundbreaking solutions to problems.
- Diverse approaches: Varied cognitive styles enhance a company’s ability to tackle complex problems. By embracing neurodiversity, companies can enrich their problem-solving strategies with a wide range of ideas and approaches, helping them maintain a competitive edge in the market.
3. Create positive workplace culture and staff retention
Workplaces that value neurodiversity tend to have a stronger company culture and higher staff morale. This inclusive environment leads to more engaged and satisfied employees and enhances loyalty and retention, helping businesses address staff shortages and skill gaps.
- Inclusive environment: Hiring neurodivergent individuals fosters a more supportive workplace culture, benefiting all staff and encouraging openness and acceptance. The Korn Ferry Institute found that firms focusing on neurodiversity experience increased innovation, better communication, and enhanced psychological safety.
- Enhanced morale: When employees see that their company values diversity and inclusion, it can lead to increased job satisfaction and loyalty.
- Reduced turnover: Neurodivergent employees who feel supported are more likely to stay long-term, reducing recruitment and training costs associated with high turnover. In 2013, SAP launched its Autism at Work initiative to make use of the power of neurodivergent talent in increasing global innovation and productivity. This has led to a 94% retention rate of neurodiverse individuals.
- Broader impact: Embracing neurodiversity can lead to positive changes in company policies and practices, making the organisation more adaptable and responsive to the needs of all employees. According to a Deloitte report, companies with inclusive cultures are twice as likely to meet or exceed financial targets.
Leveraging the unique strengths of neurodivergent individuals can significantly enhance productivity and performance within an organisation. By recognising and accommodating the distinct abilities of neurodivergent employees, companies can achieve substantial productivity gains, foster a more innovative workplace, and drive superior business outcomes. Embracing neurodiversity is not just a moral choice but a strategic advantage that can lead to operational excellence and sustained success.