Understanding and Helping Neurodivergent Employees

An Inc.com article published on March 6, 2025, offers insights for employers on how to improve their understanding of and support for neurodivergent employees. Understanding and supporting neurodivergent employees—those with neurological differences such as autism, ADHD, dyslexia, and other conditions—is essential for fostering an inclusive and productive workplace. These individuals often bring unique strengths, including enhanced creativity, attention to detail, and innovative problem-solving abilities.However, they may also face distinct challenges that require thoughtful accommodations and support.

AEI Study: American Taxpayers Pay More for Businesses Who Do Not Prioritize Neurodivergent Individuals

Neurodivergent individuals have different ways of processing information and interacting with their surroundings compared to neurotypical individuals. Workplace factors can lead to overstimulation in neurodivergent employees. For instance, distractions like coworker conversations and intense lighting can negatively impact those who regularly work in the office. The non-partisan American Enterprise Institute (AEI) released a study in 2024 about embracing neurodiversity in the workplace. Neurodivergent individuals comprise 15-20% of the U.S. population, according to AEI. However, 30-40% of neurodivergent adults in the U.S. face unemployment. This unemployment and underemployment negatively impacts the American economy, leading to higher costs for taxpayers through lost productivity, underfunded social security, and increased Medicaid expenses. Businesses that do not include neurodivergent individuals and their talents ultimately increase costs for American taxpayers.

Accenture Report Finds that Hiring Neurodivergent Individuals is not Just Good Business, but can Lead to Better Financial Outcomes

Accenture’s Disability Inclusion Imperative reported that companies who hire individuals with disabilities (not limited to intellectual) perform the following:

• Earn 1.6 times more revenue than competitors who do not hire disabled individuals.

• Earn 2.6 times more net profit.

• Earn 2 times more economic profit.

• Receive 2 times more positive reviews on Glassdoor.

Companies with disability inclusion programs experience 25% higher productivity than those without according to Accenture. Employing individuals with disabilities, both intellectual and physical, provides a competitive edge and is beneficial for business.  The next section highlights strategies for any company to support neurodivergent individuals.

Strategies to Support Neurodivergent Employees

1. Flexible Communication and Work Styles – Provide options such as remote work, flexible hours, or quiet workspaces to accommodate sensory sensitivities and individual work preferences. These adjustments can significantly improve comfort and productivity. Companies should also offer flexible communication styles to employees. Neurodivergent individuals could be overwhelmed by long, lengthy style guides and other forms of communication that are not tailored to their needs.  Companies like Salesforce allow neurodivergent employees to use alternative forms of communication to express concerns in the workplace.

2. Normalized Accommodations without Bureaucracy – : Simple changes, such as allowing noise-canceling headphones, adjusting lighting, or creating quiet zones, can make a substantial difference. Engaging in an interactive process to identify and implement these accommodations demonstrates a commitment to employee well-being. Designate a mentor or advocate within the organization to assist neurodivergent employees in navigating workplace challenges and mediating accommodation requests. This support can alleviate the burden of self-advocacy and promote a more inclusive environment. Reducing bureaucratic processes in disability accommodation could help businesses avoid unfair labor practice charges.

3. Leaders Trained to Lead a Specialized Environment – Highlight Individual Strengths: Recognize and utilize the unique abilities of neurodivergent employees. Many excel in areas like pattern recognition, creativity, and detailed focus. By focusing on these strengths, employers can enhance team performance and innovation.  Implement neurodiversity training programs to educate staff about neurological differences and promote empathy and understanding. Creating a culture of acceptance benefits all employees and encourages diverse perspectives.

It is good business for organizations to recognize the valuable contributions of neurodivergent individuals. Like any employee group, neurodivergent employees offer unique strengths that can benefit workplaces and the wider community.