While reports of the death of diversity, equity, and inclusion (DEI) in the workplace have been sensationalized, it’s clear that a shift in focus has taken place. As attention to people’s mental health has increased since the pandemic, more companies are discovering that atypical ways of looking at life can be beneficial to the workplace.
While neurodivergence has long been embraced in the tech industry, with leaders welcoming their employees’ divergencies, other industries, including talent mobility, are quickly catching up. “The conversation around DEI has shifted dramatically as neurodiversity emerges from the shadows, highlighting that true inclusivity goes beyond visible differences,” says Dr. Trapper Pace, director of global engagement and development at Altair Global. “We must now educate the neurotypical workforce to recognize and value the deep-level diversity that neurodivergent individuals bring to the table, ensuring they are included and empowered to thrive.”
Examples of Successful Neurodiversity Programs
Ernst & Young’s (EY) neurodivergent workforce has grown more than tenfold over the past four years. EY implemented training for all employees, focusing especially on management, in effective communication with neurodiverse individuals. The accounting firm created the EY Neurodiversity Center of Excellence (EY NCoE), an accelerator designed to provide new technology services in emerging fields. It was launched in the United States in 2016 and expanded to Poland in 2021.
EY Poland collaborates with Poland’s asperIT organization to better serve the needs of neurodiverse individuals. asperIT provides training for EY’s managerial staff, focusing on effective communication and optimal behavior in challenging situations. To maximize candidate comfort during recruitment, a tutor-assisted interview was added to the process, as was an IT assessment. Training to aid communication and relationship-building skills with neurodiverse individuals was also provided. To facilitate a smooth transition, each new hire was paired with a buddy to help them find their way around the new workplace. “Diverse teams are better able to cover various areas of competence, thus responding more effectively to project, client, and business challenges,” says Wojciech Stanaszek, senior manager at EY Poland, Assurance, in an article from EY Poland.
Fostering that diversity has not come without challenges, including adequate training for managers on effective communication techniques and other issues. Altair Global added quarterly training to its online university beginning in 2020 to help team members better understand the value of what Pace calls cognitive authenticity. “As organizations continue to emphasize supporting neurominorities, it is crucial to also educate and raise awareness among the neurotypical workforce to minimize potential ostracization or feelings of exclusion among the neurodivergent,” Pace says.
Taking a Cue From the Tech Industry
The tech industry was a harbinger when it came to recognizing the value of neurodiversity within the workforce. As one example, Microsoft’s neurodiversity hiring program was established in 2015. The program has thus far helped the tech company hire about 300 full-time neurodivergent employees.
In addition to training managers in neurodiversity, the program includes giving extra time to answer questions during the interview process, downtime between meetings with company employees during the process, and the provision of a job coach to help with time management and prioritization post-hire.
Microsoft’s campus in Redmond, Washington, has focus rooms, where lights can be dimmed and the heights of desks can be changed to fit sensory preferences. Employees seated in the open office can request noise-canceling headphones. The company’s efforts augment human-based learning with tech-based solutions, an approach that is held up by experts. “For neurodivergent employees to be successful, organizations must ensure that technological and human resources are used to create organizational mechanisms necessary for individuals to thrive in a neurotypical environment,” Pace says.
Microsoft’s program was modeled after a program created by German software firm SAP. To raise awareness and create work opportunities, SAP launched the Autism at Work Program in 2013 to support neurodiverse job candidates. “As a business, we believe that creating a diverse, inclusive, and bias-free culture makes us a better company,” says Genevieve Koolen, HR director at SAP Africa, in a news article from the company. “Having a program that embraces neurodiversity enables us to find great talent that we’d otherwise potentially miss. It also enables us to leverage the unique abilities and perspectives of people on the spectrum to foster innovation.”
Koolen points to two main areas that companies seeking to build more inclusive workplaces for neurodiverse employees should focus on. Like others, she emphasizes training for employees at every level. “Regular awareness sessions help employees develop a deeper understanding of neurodiversity and encourage empathy with those who may view the world differently,” Koolen says. “Employees should also be encouraged to provide ongoing support to their colleagues to make it a companywide effort, not just something driven by the HR department.”
Koolen also recommends an examination of hiring practices to alleviate the pressure that neurodiverse candidates may experience during the recruitment processes, ensuring, among other things, that interviewers are trained to minimize unconscious bias.
Tweaking the Open-Office Design
Open-space designs embraced by many companies are not ideal for some neurodivergent employees, and designers are now rethinking the concept with neurodiversity in mind.
Some examples include the reduction of visual distractions and addition of breakout spaces along hallways. Ron Bakker, co-founder of PLP Architecture in London, points to potential stressors that neurotypical workers may not even notice, such as surfaces with uncomfortable textures or distracting patterns on walls.
Small changes can be easily implemented to make open spaces more accessible. For example, reducing overhead light in a dedicated area is one option; reducing clutter (physical or visual) in walkways and within the line of sight from people’s desks can help, too. “For 100 years, we’ve built space that prioritized the production that was happening there,” Bakker says in an interview with the Financial Times. “But the production in office space is no longer the number one function. It is now much more about people.”
Implications for Legal Departments
With neurodiversity in the workplace being a nascent trend for most industries, there are formidable barriers to overcome, including legal ones. In 2023, there were 278 judgments issued by the employment tribunals in England, Wales, and Scotland that relate to disability discrimination while referencing autism, ADHD, dyspraxia, or dyslexia, an analysis by the U.K. law firm Lewis Silkin shows. This is compared to just three in 2016.
“The main tension is between, on the one hand, the need and desire to accommodate neurodivergence and, on the other hand, the conventional norms around how people behave at work,” says Michael Burd, an employment lawyer at Lewis Silkin, in an interview with Financial Times. “When someone is disciplined for behavior that they link to neurodiverse traits such as not understanding boundaries, using inappropriate language, speaking too bluntly ... this can present real challenges for employers.”
The Best Workforce Is a Diverse Workforce
A 2023 study commissioned by Accenture found that companies that lead in neurodiversity and the inclusion of workers with disabilities drive more revenue, net income, and profit. However, more work needs to be done to make neurodivergent individuals feel welcome and comfortable in the workplace. As DEI initiatives continue to embrace more segments of society, training will be key to ensure no one is left behind.
“As researchers and human resource practitioners continue to advance the understanding of neurodivergent employees in the workplace, hopefully, the stigma related to neurodiversity will disappear as more neurotypical individuals understand the complexity and appreciate the unique talent and skills afforded within the workplace,” Altair’s Pace says. “With the rising prevalence of neurodivergent individuals in the workplace, organizations will need to adequately educate their managers and leadership on the unique needs of accommodating a growing population.”