The Untapped Talent Pool of Neurodiversity

How and why your business needs neurodivergent people now

PEOPLE ARE EXPENSIVE. Businesses (and HR professionals) everywhere know the OVERWHELMING benefits of an engaged workforce. And it's an employer's market - the perfect time to be proactive about attracting and retaining the people who will give your business a competitive advantage.

But where to start?

Here's the secret: neurodivergent talent is ripe for the picking.

WHAT IS NEURODIVERSITY?

Neurodiversity is an umbrella term that describes anyone whose brain functions notably different than the majority of people, or "neurotypical". Some conditions under the neurodiverse umbrella include:

• Dyslexia

• Autism

• ADHD

• Tourette's

• PTSD

• and more

Essentially, us neurodivergent (ND) people exhibit differences in application of cognitive skills, communication, social skills, behavior, and impulse control.

Why neurodivergent talent?

First off: an estimated 30% of people are neurodivergent. Secondly, research shows that neurodivergent individuals are simply... well, different. Neurotypicals (or the "normies") are better with verbal instructions, short-term memory, task initiation, and innate social skills.

But we've got lots of strengths. Here's 5 of my favorite:

1. LEARNABILITY. In the age of AI, learnability is the workplace's most valuable skill. Neurodiverse individuals (let's call us NDs) are highly skilled at recognizing patterns and drawing connections, showing higher neuroplasticity than neurotypicals.

2. CREATIVITY. Evidence shows that neurodiverse people are uniquely creative. Divergent thinking, curiosity, openness, high-speed thoughts, and potentially even our working memory deficits have been argued to contribute to our natural ability to innovate.

3. EMPATHY. The pressure to conform leads plenty of NDs to learn how to actively listen and ask clarifying questions. By the time we enter the workforce, many of us have a lifetime of experience seeing things from the other's (neurotypical) perspective.

4. PURPOSE. NDs have a strong sense of justice. Research shows that people with autism are particularly gifted at ethical decision making, and we've been known to have a unique ability to recognize inauthentic behavior with our spider-sense for bullshit.

5. HONESTY. Many NDs don't see the point in subtext and view indirect communication as a waste of time. The ND character strength of honesty - with empathy - can save time, clarify expectations, and ultimately lead to fast and efficient results.

.... and I could go on (check out the article from Harvard Business Review for more).

So, how can you capitalize and attract neurodiverse talent NOW?

Attract and retain neurodivergent talent

Attracting ND talent is easy; job seekers are overwhelmingly neurodiverse. The problem is retention: NDs are only likely to stay if they receive proper accommodations. Thankfully, it's never been easier to accommodate with today's technology.

So here are 5 strategies to retain ND talent:

1. BE REMOTE An overwhelming majority of NDs prefer remote work. We can modify our environment (wobble chairs, constant snacks, and music anyone?) and work without being distracted. And we can stop masking - saving more energy for our work.

2. BE FLEXIBLE Allow irregular schedules. When I hyperfocus, I work in a flow-state for 14 hours one day and need recovery time the next. Many NDs also have sensory processing issues - making peak times at the grocery stores and the gym a NIGHTMARE. Let us fuel and energize ourselves while other people are working so we can come back ready to work.

3. SUPPORT DEVELOPMENT And not just for topics your supervisor approves of! Many ND individuals are motivated by novelty, and the transferable skills from our vast list of hobbies are endless! And it's not expensive: resources have never been more affordable, and online learning companies like Coursera do a good job incorporating inclusive design.

4. COMMUNICATE All workforces are more engaged with transparent and frequent communication; but its crucial for NDs. Our intrinsic motivation is tied to our reward system: let us see the big picture to know how we are contributing to the end goal. Plus, who knows: we might even solve a problem you didn't know you had.

5. SUPPORT Simple accommodations for ND employees can help us thrive! Make sure teams are structured on a balanced strength-based approach, make sure managers have the training to properly support ND talent, and offer universal accommodations whenever possible.

The bottom line…

• NEURODIVERSITY GROWS REVENUE. Neurodiverse talent within an organization is associated with attracting and satisfying neurodiverse clients. More clients, more money.

• NEURODIVERSITY REDUCES TURNOVER COSTS. Neurodiverse people who are properly accommodated at work stick around. Not every workplace is neuro-inclusive, and we're happy to stay in a place we feel comfortable.

So, let's grow some revenue and cut some costs by tapping into the neurodiverse talent pool today!

There's so many great resources out there for neuro-inclusivity! Here's a few to check out:

• UKG's excellent HR Guide offers businesses a practical guide on supporting ND employees.

• This article by Crossover on neurodiversity and Artificial Intelligence

• Prof. Amanda Kirby for excellent information on neurodiversity

• Onyx Learning & Development for educators tips on embracing cognitive diversity

I want to hear from you!

What strategies has your business implemented to attract and retain neurodiverse talent?

What are some of your neurodivergent strengths and strategies?

#Neurodiversity #InclusiveDesign #UniversalDesign #RemoteWorkBenefits #BusinessDevelopment #StrengthsBasedApproach #Diversity #Accessibility #InclusiveLeadership #EmployersMarket #CompetitiveAdvantage #DiscretionaryEffort #Neurodivergent #ADHD #Autism

A special thanks to Jackie Rafter, MBA and Jan Wood at Higher Landing for inspiring me to get this out there!