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Inclusivity and a neurodivergent workplace

Mar 7, 2024 | Employment litigation

According to one 2018 report from Deloitte — a professional consulting firm — organizations that promote an inclusive employee culture had six times the agility and innovation of companies with a less inclusive workforce.

To fully understand how that might affect your own company’s bottom line, it’s important to understand what neurodivergence is.

Defining neurodiversity

Harvard Health Publishing defines the term as “the idea that people experience and interact with the world around them in many different ways.” In simpler terms, the belief is that no single “right” way exists for the way people behave, learn and think. Any differences are accepted and not seen as deficiencies.

Examples of neurodiverse conditions

Diagnoses of autism, ADD and ADHD, dyspraxia and dyslexia all fall onto the spectrum of neurodiversity. If you are a business owner, it is highly likely that a percentage of your workforce has one of the above conditions (whether known or undiagnosed). 

Many of these employees are highly talented, creative powerhouses whose potential may be untapped in their present roles.  

Accommodating your neurodiverse employees

Making a few accommodations for employees who are on the neurodivergent spectrum benefits businesses and organizations. In fact, statistics provided by the initiative Autism at Work shows that workers on the autism spectrum had productivity rates that were 90% to 140% higher than their neurotypical employees. They also made fewer errors.

Avoid litigation through neurodiversity

Companies must be mindful of the legal problems that can arise from failing to reasonably accommodate employees with legitimate disabilities. Developing a strategy to build a welcoming environment for neurodivergent employees can stave off litigation and encourage worker retention.