People with neurodiversity are much more common than you think.

‘Neurodiversity’ is a relatively new term that refers to people who have Autism, ADHD, dyslexia and other neurological conditions. These are ‘spectrum’ conditions, with a wide range of characteristics, but which nevertheless share some common features in terms of how people learn and process information. "

Based on different studies, between 15-20% of the population is neurodiverse — including up to 10% of people who are diagnosed with dyslexia, 5% diagnosed ADHD, and 1-2% with Autism. Since many people go undiagnosed, these percentages are probably on the low side.

Chances are high that some of your friends, family, and co-workers are neurodiverse. And here’s the thing, you can not tell if someone has ADHD or Autism by looking at them or even by interacting with them.

Organizations can do their part to help create a more inclusive work environment by educating all staff, offering accommodations and support, and being open to how someone’s differences can be strengths.

Harness the power of neurodiverse employees.

In the article “Neurodiversity as a Competitive Advantage” published in the Harvard Business Review, authors Austin and Pisano point out that “Most managers are familiar with the advantages organizations can gain from diversity in the backgrounds, disciplinary training, gender, culture, and other individual qualities of employees. Benefits from neurodiversity are similar but more direct. Because neurodiverse people are wired differently from “neurotypical” people, they may bring new perspectives to a company’s efforts to create or recognize value.”

Many neurodiverse people with these disorders have higher-than-average abilities; research shows that some conditions, including autism and dyslexia, can bestow special skills in pattern recognition, memory, or mathematics. This leans to neurodivergents being out of the box thinkers and problem solvers. So while designing and implementing a more inclusive workplace environment is not only the right thing to do, there is a compelling business case to be for it as well.

Given that around 15-20% of the population is neurodivergent, this means your organization may be missing out on some simple, yet effective adjustments, you can make to recruit and retain people with neurodiversity.

Join the growing number of prominent and progressive companies have already reformed their human resource processes in order to access neurodiverse talent; among them are Microsoft, Dell Technologies, Deloitte, IBM, JPMorgan Chase, UBS, Hewlett Packard Enterprise, Ford, and Ernst and Young.

The many benefits of neurodiverse inclusion training.

A recent study found that 7 out of 10 companies do not include neurodiversity inclusion processes or training in their people management practices.

In our work with over three thousand people who have Autism and ADHD, we have learned a great deal including that more than two thirds of them are unhappy with their workplace environment, but with some easily added accommodations and differences in communication, about 98% of the population feel they would be “more content with their workplace environment” and “more likely to not leave”, and “feel more comfortable with sharing ideas”.

Why should my organization implement and neurodiverse inclusion trainings?

• Neurodiversity training has been proven to make managers better managers by changing how they think about differences within their team.

• Inclusion training helps employees learn how how to better communicate and collaborate within the workplace.

• Training boosts acceptance and wellbeing among all work individuals and a more stable and fulfilling workplace which bolsters employee productivity and creativity.

• Many organizations find that hiring and retaining neurodiverse employees improves overall employee morale and positively affects organizational culture.

• In addition to contributing to a more positive and progressive workplace, neurodiversity inclusion trainings help mitigate legal risks, bolster affirmative defenses, and support recruitment and retention.

Current Training Offerings

1. Supporting Neurodiversity in the Workplace: Ways to Promote Teamwork, Collaboration, and Progress

2. Hiring Inclusivity and Accommodations in the Workplace: Discovering Untapped Potential and Ensuring Success

3. Supporting Time Management and Other Executive Functioning Issues in the Workplace

4. Neurodiversity and the Law: A Guide to Workplace Compliance

Our courses were designed for all staff, including supervisors, human resource staff, workplace mentors, and diversity inclusion staff. No previous knowledge of autism is required. Trainings can be purchased separately or as a bundle.

Click here to learn more about our trainings or contact us to schedule time to hear how we can support your organization.