Neurodiversity & Inclusion: Invisible, Not Unreal

By Author: Siddhant Sharma
Total Articles: 76
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Imagine being forced to attend college every day wearing shoes that are too tight, or having a loud horn constantly blasting your ears. This is how “normal” environments can feel like for someone who is neurodivergent.
What does Neurodivergent even mean?
Neurodivergence is a broad, non-medical term used for people who learn, behave or process information in an atypical manner. Examples of neurodivergence include ADHD, autism, Tourette’s, OCD, and even synesthesia.
Why does this matter?
Teams with neurodivergent folks in the right roles have shown about 30% more productivity when compared to those without them (as per a study by Deloitte). And policies that are created to help make the workplace more inclusive for neurodivergent people have been found to increase retention by more than 90%.
 
Apart from the numbers, neurodivergent folks represent an underutilised talent pool that can benefit organisations- think out-of-the-box problem-solving ...
... skills and creativity. For example:

Many individuals on the autism spectrum tend to have a greater than normal capacity to process information and pattern recognition which makes them amazing analytical thinkers.
A case study by JPMorgan Chase found that hires from their “Autism at Work” initiative made fewer errors and were at least 90% more productive than their neurotypical counterparts.
Folks with ADHD can excel at creative thinking. Their heightened sense of empathy can contribute positively to team dynamics.
People with dyslexia can be very visual thinkers with above-average problem-solving skills. They are known to come up with unique and abstract solutions that might not be the most obvious.

 
In a rapidly evolving world, where the business environment can be very competitive, companies are pushing to prioritise diversity, equity and inclusion in their workforce. However, with over 15-20% of the global population being neurodivergent, so far, their inclusion has mostly been overlooked.
 
The actual barrier to inclusion isn’t the unique brain functions of neurodivergent folks. Rather, it is the rigid loyalty we have towards outdated management styles and legacy workplace designs. Most organisations unknowingly promote and reward a single way of thinking, making it difficult for people with different cognitive profiles to excel.
 
What can change?

Rethink Recruitment: Break away from the standard interview. Think skills-based testing, work trials, or project-based tests that reflect ability and not just verbal communication.
Invest in Awareness & Training: Train your employees, particularly managers, on neurodiversity. Familiarity with varied communication styles and processing demands is essential.
Offer Workplace Accommodations: Small changes such as offering noise-canceling headphones, flexible timings, or succinct, written instructions can change a lot.
Promote Clear Communication: Foster direct, clear communication and exclude jargon or ambiguity.
Foster a Culture of Empathy & Support: Foster open communication, establish employee resource groups (ERGs) for neurodivergent employees, and make feedback loops constructive and supportive.

 
Company Initiatives: Leading the Way in Neuroinclusion
Companies realize that neuroinclusion is more than recruitment. It's about building a space where neurodivergent workers can genuinely excel. JPMorgan Chase's 'Autism at Work' initiative, for instance, didn't merely give them access, they remodeled their interview practices to emphasize skills over social norms, offered job coaches, and provided sensory-friendly environments. This comprehensive strategy is the reason why their success rates are high.
 
Other multinational giants such as SAP, Microsoft, EY, and Ford have also rolled out successful neurodiversity initiatives. Such programs typically involve:

Specialized Training Programs: Equipping managers and teams with the knowledge to understand and support neurodivergent colleagues.
Dedicated Mentorship & Support Systems: Creating networks and resources to help navigate the workplace.
Flexible Work Arrangements: Offering quiet zones, noise-canceling headphones, adjustable lighting, or options for remote work to accommodate sensory sensitivities

With the way the world is advancing and connecting, I think that it is not only important to be inclusive about cultures, but we also need to evolve to encourage the most basic thing that makes us human — how we think, learn, and collaborate. At the best MBA college in Delhi, this philosophy forms the foundation of education, preparing students to thrive in a global environment where ideas, innovation, and teamwork matter most.
 
References:
https://www.weforum.org/stories/2022/10/explainer-neurodivergence-mental-health/
https://askearn.org/page/neurodiversity-in-the-workplace

Hey! Myself Tanya! I work as a marketing strategist. I have been working as a content writer for various educational institutions.