SPOTLIGHT: Neurodiversity at work
April 2024
Spotlight on Neurodiversity - April 2024
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It is estimated that 15 - 20% of the world's population "exhibits some form of neurodivergence."
50 million people in the United States "fall under the neurodivergence umbrella today."
A 2019 research study projected that "as many as 1 million young people with autism" were "expected to turn 18 over the next decade."
In 2021, the CDC estimates that the "prevalence of autism in 2021 reached 1 in 44 children, up from 1 in 110 in 2006."
Up to 40% of neurodivergent adults are currently unemployed.
Between 50 and 75% of autistic adults in the United States are either "unemployed or underemployed."
Almost 50% of 25-year-olds with autism have "never held a paying job, despite having the skill sets and expertise to excel in the workplace."
According to a 2018 survey, 72% of HR professionals "said neurodiversity wasn’t included in their people management practices, and 17% said they didn’t know if it was included."
A 2021 research study suggests that "only around 10 percent of neurodivergent professionals typically choose to disclose at work."
A 2024 survey by Eagle Hill Consulting found that "only 22% of U.S. employees are aware of working with a neurodivergent individual" and 85% said they were "unaware of a single neurodivergent employee" who had "been promoted in their organization."
Sources: National Library of Medicine, Drexel University, Forbes, MIT Sloan Management Review, CNBC, CDC, CIPD, Psychology Today, -Eagle Hill Consulting
According to the National Institutes of Health (NIH), neurodiversity "describes the variation in the human experience of the world, in school, at work, and through social relationships."
In the workforce context, neurodivergent people can include those with autism, attention deficit hyperactivity disorder (ADHD), post-traumatic stress disorder (PTSD) as well as other mental health conditions and learning disabilities.
Neurodiverse individuals "possess unique strengths that can improve productivity, quality, innovation, and engagement."
Some, but not all, neurodiverse people will require "workplace accommodations," which could include anything from "headphones to prevent auditory overstimulation" to flexible working hours, alternative lighting, or written or recorded instructions or directives.
While neurodiverse individuals may, at times, "exhibit challenging eccentricities," the accommodations that allow them to thrive are generally "manageable" and "the potential returns are great."
In order to realize the benefits of employing neurodiverse individuals and ensuring they are able to thrive at work, employers generally "have to adjust their recruitment, selection, and career development policies to reflect a broader definition of talent."
Read more via Harvard Business Review, NIH
Listen to a selection of podcasts on the topic of neurodiversity, curated by the Need to Know Briefing.
According to a recent survey by Eagle Hill Consulting, just 68% of U.S. employees said they either did not understand the term 'neurodiversity' or had never heard the term at all.
The same survey found that 72% of respondents said they "would hire a neurodivergent employee," but just 22% said they "know whether they currently work with someone who is neurodiverse."
Eagle Hill further found that "only 16% of employees say there have been formal conversations about neurodiversity in their organization, and only 19% can affirm that neurodiversity is part of their corporate diversity, equity, and inclusion (DEI) programs."
Experts that understanding of neurodiversity is critical for allowing neurodiverse people to "live their lives most fully and offer their best to the workplace and the larger world."
Read more via Eagle Hill Consulting
Many people with these disorders have higher-than-average abilities; research shows that some conditions … can bestow special skills in pattern recognition, memory, or mathematics. Yet those affected often struggle to fit the profiles sought by prospective employers."
The types of accommodations that "make it easier for neurodivergent employees to participate more fully in the workplace" have widespread support among workers generally.
According to a 2023 Conference Board survey, when asked to identify the top non-salary benefit, 65% of respondents said "workplace flexibility options (location, hours)."
Additionally, Eagle Hill's survey showed that 64% of workers said they "would find technology supports for managing time and schedules helpful."
Both flexible working and technology support are options desired by the majority of workers, and both would also be especially beneficial for fostering neurodiversity in the workplace, according to experts.
Read more via Eagle Hill Consulting, The Conference Board
According to experts, the "three vital steps in a recruitment process" -- the job advertisement, the "shortlist", and the interview -- must be adjusted in order to ensure employers "attract and not overlook neurodivergent candidates."
Job advertisements are a "vital" first impression for employers and neurodivergent job candidates can be "unintentionally blocked out" if that job advertisement is "overcomplicated or unnecessarily long."
Employers should also "ensure their culture of inclusivity is clearly advertised within their employer branding," including, but not limited to, “promoting case studies on their website of how they support and value employees living with neurodiversity.”
Read more via Pharma Times, TechTarget
More and more companies are making adjustments to their hiring and other HR processes to ensure access to neurodiverse talent.
Leaders at companies that have programs targeting neurodiverse talent say such programs are "already paying off in ways far beyond reputational enhancement," including "productivity gains, quality improvement, boosts in innovative capabilities, and broad increases in employee engagement."
There is a growing recognition among companies that neurodiverse talent really brings innovation, creativity, and strong problem solving in an ever more complex technology environment."
An increasing number of companies are integrating neurodiverse people into the workplace as they recognize their growing numbers and unique skills."
Tech
Technology companies have been "somewhat ahead of the curve in recognizing that neurodivergent people often bring unique and highly desirable skills," according to experts.
Google has a variety of programs designed to recruit neurodiverse candidates, some of which are specific to Google business units.
In 2015, Microsoft became "one of the earliest companies to launch an official program to hire autistic workers." Microsoft says it has "hired autistic employees since its earliest days, but sought a more structured program to better tap into this talent pool." One of the features of Microsoft's program is a four-day interview process it says has resulted in hundreds of full-time hires.
This is such a big pool of talent and they’ve been historically way underemployed.”
Read more via CNBC, Microsoft
Employer Assistance and Resource Network on Disability Inclusion (EARN)
Employment Resources for People on the Autism Spectrum, U.S. Department of Labor
Autism Hiring Guide, Society for Human Resource Management (SHRM)
Job Accommodation Network
Autism at Work Playbook, Disability:IN
Deloitte: Deloitte offers three-month apprenticeship programs ("with an opportunity for full-time employment") for neurodiverse people. Deloitte has also "collaborated with specialized organizations to support the recruitment of neurodiverse people," including Auticon, Ready, Willing & Able, and Autimatic. (Deloitte)
JPMorgan Chase: The bank's global head of neurodiversity says "hiring neurodiverse workers means getting them fully integrated into the bank’s core business." JPMorgan Chase provides "different paths to bring neurodivergent workers onboard." The bank "partners with outside agencies and universities that are familiar with this talent pool and have the ability to accurately match a specific bank job with the right person." The accommodations necessary for neurodiverse workers have been "minimal," according to the bank. (JPMorgan Chase, CNBC)
Wells Fargo: Wells Fargo's neurodiversity program was launched in 2020 and "since then 190 full-time employees have been hired into technology roles in the U.S. and India." According to the bank, 98% of all neurodiversity hires are still employed by Wells Fargo. (Wells Fargo)
Chevron: Chevron's Neurodiversity Hiring Program includes a 12-week internship program that "places participants in job roles that align with their capabilities." Supervisors and co-workers "receive training on how to manage and collaborate effectively with neurodiverse individuals," and participants receive "job coaching, individualized support and technical training as appropriate." Interns who are deemed successful in demonstrating their abilities "may be offered full-time employment." (Chevron)
Neuroinclusion is an important facet of how we embrace opportunities to respect and learn from each other, and accomplish amazing things as individuals and as a collective.”
JPMorgan Chase, Microsoft among growing number of companies turning to neurodiverse workers to help meet need for talent, CNBC, April 2022
Moving away from Rain Man and understanding neurodiversity, Energy Voice, April 2023
Making energy firms more neuro-inclusive, Energy Voice, March 2024
Engaging neurodivergent talent for pharma roles, Pharma Times, May 2020
The Importance of Neurodivergent Talent in Life Sciences, LinkedIn, May 2023
Are we doing enough to support neurodiverse people into STEM careers?, The Biologist, February 2023
Manufacturers Should Hire Neurodiverse Workers—Here’s Why and How, National Association of Manufacturers, December 2022
1 in 5 project professionals working in manufacturing are not disclosing neurodivergent condition to employers, Manufacturing & Logistics IT, January 2024
Neurodiverse workers bring ‘in-demand perspectives’ to tech, HR Dive, June 2022
Neurodiverse Candidates Find Niche in Remote Cybersecurity Jobs, The Wall Street Journal, April 2022