The Benefits Of A Neurodiverse Workforce
Jason Hennessey is an entrepreneur, internationally recognized SEO expert, author, podcast host, business coach and CEO of Hennessey Digital
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Diversity isn’t just a human resources initiative for companies; it’s a good business decision. As leaders, it’s important that we consider all factors that can affect business growth. In 2015, research by McKinsey & Company found that companies with greater gender or ethnic and racial diversity are more likely to have higher-than-average financial returns.
Gender diversity has additional benefits: Another study found that companies with more women in their research and development departments “were more likely to introduce radical new innovations into the market over a two-year period.”
Having a diverse team gives you a wider variety of perspectives and can lead to more creative solutions to problems you encounter. While working with people of similar backgrounds may feel more comfortable, it can lead to the risk of conformity and groupthink.
My company has been fully remote since we started in 2015. The flexibility to hire the most skilled people from anywhere in the world has allowed us to create a very diverse workforce. Our team is diverse geographically, culturally, racially and gender-wise, and we also have team members who may consider themselves to be neurodivergent.
According to WebMD, the term neurodivergent “refers to the concept that certain developmental disorders are normal variations in the brain. And people who have these features also have certain strengths.” Some types of neurodivergence include attention deficit hyperactivity disorder, autism, dyspraxia and dyslexia.
I think it’s particularly important for teams to include neurodivergent employees because it can help strengthen your company culture.
Building Teams With Diverse Skills
Building a diverse team where different skill sets and ways of thinking are valued will set you up for success in the long run. There is no correct or incorrect way of thinking, so having diverse team members can enhance the quality of your workforce.
My secret weapon is hiring employees with complementary skills. While we make an effort to hire people who are a fit with our whole team, some people are detail-oriented or numbers-focused while others are big-picture thinkers. My detail-oriented chief operations officer is a perfect complement to my own big-picture, occasional ADHD-infused entrepreneurial vision.
As I’ve become more self-aware and begun to understand my tendencies, I’ve realized that they are actually beneficial in many ways. People with ADHD can be more creative, leading to thinking outside of the box, which can drive innovation. Higher energy levels and an ability to hyper-focus on a given task are other “superpowers.” By viewing these skills through a lens of positivity and inclusivity, we are acknowledging that some people have different abilities and strengths, and we remove the stigma sometimes associated with neurodivergence.
Accommodating Neurodivergent Candidates And Employees
It can be tricky for neurodivergent people to succeed in the traditional hiring process. According to a Harvard Business Review article: “The behaviors of many neurodiverse people run counter to common notions of what makes a good employee—solid communication skills, being a team player, emotional intelligence, persuasiveness, salesperson-type personalities, the ability to network, the ability to conform to standard practices without special accommodations, and so on. These criteria systematically screen out neurodiverse people.”
Companies that truly want to successfully recruit neurodivergent candidates may need to reassess their hiring practices. Face-to-face interviews may need to be adjusted to allow for a more casual type of meeting where the person can showcase their skills more practically. As a CEO, I rely on my People Success team to find unique ways to accommodate neurodivergent candidates during interviews. HR professionals are trained and adept at understanding their unique needs and implementing strategies to include all candidates during the recruiting process.
Naturally, there may be challenges associated with a neurodiverse workforce as well. However, the benefits of having a diverse workforce far outweigh the challenges. Certain accommodations may be required for workspaces, work schedules and other ways to enable your employees to succeed. You also may need to train team leaders on how to manage neurodivergent employees. There are companies that assist with creating these success strategies and resources available to help your team further.
As a leader, you may feel that these efforts seem like a lot of work. But remember, everyone has a superpower, and it’s up to us to lead our teams to include employees with all types of talents. Having a diverse workforce not only can positively impact your company’s financial bottom line, but it also can enhance your company culture. And as leaders, we know that having satisfied employees ultimately helps with client retention, which improves profitability. So why not evaluate your company’s profitability through the lens of expanding your neurodivergent-inclusive workplace initiatives? Who knows, you just might be inspired by getting to know these new employees with unique superpowers.
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