Neurodiversity Isn’t a Buzzword - It’s a Business Advantage!
Embracing Diverse Talent
October is National Disability Employment Awareness Month (NDEAM) AND it’s the 80th anniversary! The Department of Labor recognizes the positive impact of people with disabilities in our workforce, as we should, and all year long.
Let’s “real talk”, about this subject. Most workplaces were designed with a “one-size-fits-all” mindset. But people aren’t one-size-fits-all. Neurodiversity is the idea that brains work in different ways, and that’s not just okay, it’s powerful. We’re talking about folks with ADHD, autism, dyslexia, Tourette’s, OCD, and more. These aren’t labels, they’re different ways of thinking, processing, and problem-solving. And when we lead with inclusion, we unlock some serious potential.
Neurodivergent employees often bring unique strengths to the table. Someone with ADHD might thrive in fast-paced, creative environments. A dyslexic thinker could be a master at big-picture strategy. Autistic employees often excel in detail-oriented, structured tasks. These are the kinds of strengths that drive innovation and performance, if we create space for them. For example, JPMorgan Chase found that employees in their Autism at Work program were up to 92% more productive in certain roles. That’s not a fluke, it’s what happens when people are supported to work in ways that suit them.
Let’s clear something up right away: neurodiversity isn’t something we ask about during hiring. It’s something we support after someone joins the team. Why? Because neurodivergent folks are already in your workforce, they’re often your most creative, focused, and innovative thinkers, AND it’s unlawful to ask that question.
It’s the natural variation in how people think, learn, and process information. Neurodivergent employees might be amazing at pattern recognition, hyper-focused problem solving, or creative brainstorming. But they may also struggle with noisy offices, vague instructions, or rigid schedules. It can be tricky as we don’t want to put people in boxes for any reason, ever, especially based on neurodivergent diagnosis. The key is to work with employees directly to understand individual strengths, including neurodivergent folks.
In 2025, 1 in 4 U.S. workers identify as neurodivergent, and nearly 40% of them feel unsupported at work. That’s a big chunk of your talent pool. And while job postings that mention neurodiversity have tripled since 2018, support inside companies hasn’t kept pace.
Here’s the kicker: companies that embrace neurodiversity see real results. One study found that neurodiverse teams are 30% more productive and make fewer errors. Ernst & Young’s Neurodiverse Centers of Excellence report a 92% retention rate and a 1.4x boost in productivity
Companies that embrace neurodiversity see real results:
- 30% more productivity and fewer errors in neurodiverse teams
- 48% higher retention in companies with neurodivergent hiring programs
- 89% of inclusive companies report better morale and engagement
I know an HR manager who supported an employee named Alex, who had ADHD. Alex was brilliant at creative strategy but struggled with long meetings and task prioritization. Instead of labeling him “disorganized,” the team gave him visual task boards, shorter check-ins, and flexible deadlines. Alex ended up leading a campaign that boosted revenue by 20%.
Another employee, Kristen, who is autistic, thrived on data analysis but needed a quiet space and written instructions. With small adjustments, noise-canceling headphones and a clear workflow, she became one of the top performers in her department.
The cost of ignoring neurodiversity:
- 51% of neurodivergent employees have taken time off due to lack of support.
- Companies that overlook neuroinclusion see up to 30% higher turnover in roles where neurodivergent talent could thrive.
- The U.S. is projected to spend $461 billion annually on autism-related services by 2025, much of it due to lack of workplace support.
- And don’t forget the legal risks: EEOC lawsuits related to neurodiversity are rising, with settlements like a $30,000 payout for failing to accommodate an autistic employee.
Neurodiversity isn’t a challenge; it’s a competitive advantage. When you support different ways of thinking, you build a stronger, more loyal, and more innovative workforce. Communication, a little, time and support go a long way! We can do the heavy lifting AND if you need support or resources The People Playbook & The Academy has what you need!
Call or connect with us here.
-Erin
