Neurodiversity describes the various ways people see and experience the world, in school, at work and through social relationships. Driven by both genetic and environmental factors, an estimated 15-20 percent of the world's population exhibits some form of neurodivergence.
Neurodiversity commonly refers to people with:
Attention deficit hyperactivity disorder (ADHD)
Autism spectrum disorder (ASD)
Dyslexia
Dyspraxia
Obsessive Compulsive Disorder (OCD)
Other learning disabilities
While some neurodivergent characteristics (e.g., difficulty with organization, sensory issues) present challenges in traditional work or educational settings, neurodiverse individuals possess unique strengths that can improve productivity, quality, innovation and engagement.
Supervisors and mentors can promote neurodivergent-friendly environments by proactively offering:
Telework, work from home and remote work flexibility.
Flexible work hours and modified workspaces
Noise-cancelling headsets
Alternative lighting
Full-spectrum lighting
Natural lighting products
Written forms, prompts and instructions
Recorded directives, messages or materials
Notably, these conditions are covered by the Americans with Disabilities Act, and reasonable accommodations should be provided for those with neurodiversity.
Neurodivergent conditions, including ADHD and ASD, are overrepresented in STEM fields. A study by Worcester Polytechnic Institute has led the researchers to encourage high-tech companies to invest in a neurodiverse workforce because:
Neurodiverse employees often have specialized skillsets not always found in neurotypical or “normal” employees, such as excellent concentration, logic and visual thought.
A workforce with diverse perspectives can help companies create products for a varied consumer base.
A growing demographic of neurodiverse people allows companies to be attuned to workforce trends.
Neurodiverse workers think and problem-solve in different ways, which can lead to greater innovation.
Companies that proactively employ neurodiverse people may avoid the need for external agencies to impose quotas.
While neurodiversity remains generally unrecognized by employers, the researchers found people with neurodiversity, such those with ASP, ADHD, dyspraxia and dyslexia, possess valuable skills and creative thought processes that are pivotal to a company’s success. However, neurodiverse people are often overlooked or regarded as less valuable or “odd” by their peers.
Source: U.S. Department of Health and Human Services
