How Companies Can Foster The Strengths Of Neurodivergent Employees

By 2027, 20% of employees recruited by Fortune 500 sales organizations to improve business goals will be neurodivergent. As the focus on neurodiversity in recruiting gains momentum, organizations are starting to recognize the valuable strengths of neurodiverse individuals.

However, despite this significant shift, many neurodivergent professionals have masked their behaviors to fit societal norms.

"We call an entire sector of our labor force' missing workers' – those who want a job but aren't currently looking for one," Elizabeth Crofoot, Sr. Economist at Lightcast, says. "In April 2024, there were 5.5 million missing workers, according to U.S. Bureau of Labor Statistics data. They're missing for various reasons, including discrimination, insufficient education, training, or experience, or inability to find work in the past."

Crofoot explained that only 24.5% of the total disabled population were actively looking for work. She suggests that if we increased the participation rate by 1.5% to make it 26% of the disabled population searching for jobs, we'd have half a million more workers available to help close talent gaps.

However, to truly harness the potential of neurodivergent talent, companies need to adopt inclusive mentorship and skill development strategies.

Challenges in Traditional Upskilling Programs

Neurodiversity encompasses a range of neurological differences, including autism, ADHD, dyslexia, and other cognitive variations. These individuals bring unique perspectives and problem-solving abilities to the workplace, contributing to innovation and creativity. However, traditional upskilling and mentoring programs often fail to address their needs.

Traditional upskilling programs often assume a one-size-fits-all approach, which can be ineffective for neurodivergent employees. John Hackston, Head of Thought Leadership at The Myers-Briggs Company, emphasizes that these programs might inadvertently label neurodivergent individuals as deficient, focusing on perceived gaps rather than leveraging their unique strengths. "A key consideration here is whether traditional upskilling programs, however carefully adapted they might be, are relevant in the first place," says Hackston. "The idea of 'upskilling' assumes that the workers to be 'upskilled' have a deficit in some area of their knowledge, expertise, or behavior, a deficit that an upskilling program can rectify."

Crofoot also points out that neurodivergent employees themselves may also struggle with self-identifying due to stigma. "Often, especially in the case of learning difficulties such as ADHD or dyslexia, employees must self-identify to receive help or accommodations. However, there's a stigma or fear around doing so – 76% of employees with disabilities don't fully disclose their disabilities at work. This fear of disclosure exacerbates their challenges in traditional upskilling environments."

Neurodivergent individuals may struggle to adapt to fast-moving technology and new processes without proper support. Nearly half of employees with disabilities cite financial difficulties as a barrier to learning new skills needed for the future. Crofoot adds, "If no one is advocating for accommodations, neurotypical employees will fall further behind and may end up leaving the workforce altogether."

Effective Upskilling Initiatives

To bridge these gaps, companies must implement tailored upskilling initiatives that recognize and foster the strengths of neurodivergent employees.

Alicia O'Brien, SVP of Innovation at WilsonHCG, advocates for skills-based hiring practices. "Neurodiversity is a superpower. Whether it's hyperfocus, creativity, attention to detail, persistence or innovation, neurodivergent individuals have much to offer potential employers," says O'Brien. This approach emphasizes competencies over formal education, providing neurodivergent individuals with opportunities to excel based on their coding, data analysis, and graphic design strengths.

Flexible work arrangements, such as remote work, floating start times, and compressed workweeks, can significantly benefit neurodivergent employees. This flexibility allows them to engage in upskilling activities at times and in environments that best suit their learning styles. Crofoot notes, "One of the most important ways employers can help their workers overcome these challenges is by prioritizing flexibility in the workplace."

Apprenticeships provide hands-on experience and allow employees to earn while they learn, which is crucial for those facing financial barriers. Programs like Goldman Sachs' internship for neurodivergent individuals offer coaching, mentorship, and skills development in collaboration and public speaking tailored to their unique needs. "Apprenticeships are typically geared towards younger workers, but they can be a great way to bridge skills gaps," says Crofoot.

Mentorship can also play a critical role in supporting neurodivergent employees. Effective mentors must understand the unique needs and strengths of their mentees.

Hackston suggests that mentors familiar with the specific form of neurodivergence of their mentees can provide more relevant support, enhancing job satisfaction and performance. "Support is crucial for all employees, but especially for the neurodivergent," Hackston explains. "It is crucial that mentors understand the unique needs of their mentee."

Building Meaningful Mentor-Mentee Relationships

To foster meaningful relationships, mentors should:

1. Understand Neurodiversity: Gain knowledge about different forms of neurodivergence and how they manifest in the workplace.
2. Provide Consistent Support: Regular check-ins and feedback help neurodivergent employees navigate challenges and leverage their strengths.
3. Encourage Specialization: Allow mentees to focus on areas where they excel rather than forcing them to conform to a standard skill set.

Creating Inclusive Work Environments

An inclusive work environment is crucial for the success of neurodivergent employees. This involves tailored upskilling programs, effective mentorship, and a broader organizational commitment to diversity, equity, and inclusion (DEI).

Research from SHL's Global Talent Trends survey highlights that nearly half of organizations consider DEI a top talent priority. Sara Lambert Gutierrez, Chief Science Officer at SHL, states, "Despite economic challenges, 1 in 5 organizations expressed a stronger commitment to DEI initiatives." However, only 41% have designed assessment strategies to support neurodivergent candidates. By embracing inclusive practices, companies can unlock the full potential of their diverse workforce.

Organizations should ensure that their hiring and assessment processes accommodate neurodivergent candidates. This includes offering alternative assessment formats, clear communication about expectations, and necessary accommodations such as extra time or assistive technologies. "Implementing best practices to bring inclusivity to the assessment process not only benefits neurodivergent candidates but also enhances the overall effectiveness and fairness of assessments for all individuals," adds Gutierrez.

Utilizing reliable talent intelligence data helps organizations make informed decisions about their workforce. By understanding the diverse talents within their team, companies can foster innovation and maintain a competitive edge.

The Future of Neurodiversity in the Workplace

As more organizations recognize the value of neurodiverse talent, the future of work will see greater inclusivity and innovation. Companies that prioritize the unique strengths of neurodivergent employees through tailored upskilling, effective mentorship, and inclusive practices will not only enhance their performance but also contribute to a more equitable and diverse workplace.

Fostering the skills of neurodiverse employees requires a multifaceted approach. By addressing the challenges in traditional upskilling programs, implementing effective mentorship strategies, and creating inclusive work environments, organizations can unlock the potential of neurodiverse talent and drive sustainable success.