The Neurodiversity Movement in Business - The Forgotten

Wanted! Neurodiverse People Apply Here.

The neurodiversity movement in large tech-orientated business is growing exponentially - type the words in to Google and you'll be met with a wealth of information and taglines expressing how your enterprise can benefit from a different way of thinking - unlocking creativity and driving innovation gaining a competitive advantage.

The term "Neurodiversity" is integral to understanding Autism, emerging within the diversity movement in the late 1990s and popularised by Australian sociologist Judy Singer. It advocates for the acceptance, inclusion, and celebration of individuals with neurodevelopmental variations such as Autism Spectrum Disorder (ASD), ADHD (Attention Deficit Hyperactivity Disorder), Dyslexia, Dyspraxia, Dyscalculia, Tourette Syndrome, Synesthesia, OCD (Obsessive-Compulsive Disorder), and others.

Instead of viewing these variations as pathological or inherently negative, the neurodiversity perspective sees them as simply different ways of experiencing the world.

In essence, neurodiversity promotes the idea that there is no single "normal" or "correct" way for the brain to function. It suggests that society should accommodate and embrace the diverse ways in which individuals think, learn, and interact. This perspective calls for a shift away from viewing neurological differences as disorders to be treated or cured, towards recognising and supporting the strengths and unique perspectives that neurodivergent individuals bring to society.

Talent within Autism

Clear routines can provide autistic individuals with a structured framework that reduces cognitive load, promotes a sense of security, and supports the development of executive functioning skills. By establishing predictable patterns and priorities, routines enable individuals to allocate their mental energy more efficiently, freeing up resources for creative and rational decision-making. Additionally, routines can contribute to emotional regulation, fostering a stable and balanced mindset conducive to be innovative.

The 2009 paper “Talent in Autism''[1] by Simon Baron-Cohen summarises that Savantism is more prevalent in autism than in any other neurological group, with the majority of individuals with savant syndrome being autistic. This strong association prompts us to question why talent and autism are linked?

In the paper, it posits that while savantism, characterised by prodigious talent, is only present in a subset of autistic individuals, excellent attention to detail is a hallmark feature of the autistic brain. Hence the argument is that this attention to detail is a result of evolutionary pressures favouring strong systemising abilities, which are highly adaptive. Strong systemising relies on meticulous attention to detail, suggesting a functional relationship between the two. Attention, occurring at an early level of cognition, lays the foundation for effective systemising, a higher-level cognitive function. Additionally, we propose that the basis for excellent attention to detail in autism can be traced back to sensory hypersensitivity.

This explanation sheds light on the association between talent and autism, revealing the cognitive mechanisms underlying these phenomena.

Key Aspects of the Neurodiversity Movement in Business

1. Recognition of Neurodiversity as a Strength:

   • The movement advocates for the understanding that neurodiverse individuals often possess unique skills and abilities, such as heightened attention to detail, strong problem-solving skills, creativity, and the ability to think outside the box.

   • Businesses are encouraged to view these differences as strengths that can contribute to innovation, productivity, and competitiveness.

2. Inclusive Hiring Practices:

   • Companies are urged to develop hiring processes that are inclusive of neurodiverse candidates. This includes rethinking traditional interview methods that may disadvantage neurodiverse individuals, such as highly social or open-ended interview formats.

   • Some businesses create specialised recruitment programs aimed at attracting and hiring neurodiverse talent, recognising the value they bring to specific roles.

3. Workplace Accommodations and Support:

   • The movement promotes the implementation of workplace accommodations tailored to the needs of neurodiverse employees. This can include flexible work hours, quiet workspaces, clear and direct communication, and assistive technologies.

   • Training for managers and colleagues on neurodiversity awareness is also encouraged, helping to foster a more understanding and supportive workplace culture.

4. Focus on Strength-Based Employment:

   • Businesses are encouraged to focus on matching neurodiverse individuals with roles that align with their strengths and interests, rather than forcing them to conform to traditional job descriptions.

   • This approach not only helps neurodiverse employees thrive but also maximises their contributions to the organisation.

5. Advocacy and Awareness:

   • The neurodiversity movement in business also involves raising awareness about the value of neurodiversity through advocacy and education. This can include internal initiatives within companies as well as broader industry campaigns.

   • Businesses that champion neurodiversity often collaborate with neurodiversity organisations and participate in public discussions to promote understanding and inclusion.

6. Impact on Business Performance:

   • Companies that embrace neurodiversity often report benefits such as increased innovation, better problem-solving, and higher employee engagement. Neurodiverse teams can approach challenges from different angles, leading to creative solutions and improved outcomes.

   • Additionally, businesses that are inclusive of neurodiversity can enhance their reputation, attract top talent, and tap into a broader range of customer needs.

Neurodiversity as a Competitive Advantage. Why you should embrace it in your workforce [2.]

Examples of Businesses that embrace Neurodiversity

• SAP: has launched the Autism at Work program, which focuses on hiring individuals on the autism spectrum for a variety of roles, including software testing, programming, and data management.

• Microsoft: Autism Hiring Program seeks to recruit autistic individuals for roles in software engineering, data science, and cybersecurity. The program provides support and accommodations to help employees thrive in their roles.

• Ernst & Young: Neurodiversity Centers of Excellence program aims to hire autistic individuals and other neurodivergent conditions for roles in areas such as cybersecurity, data analysis, and software development.

• JP Morgan Chase: Autism at Work program is dedicated to hiring autistic individuals for roles in technology, finance, and operations. The program provides training, support, and accommodations to help employees succeed.

• Google: Autism at Work program focuses on hiring autistic individuals for roles in software engineering, data analysis, and user experience design. The program provides tailored support and accommodations to help employees excel.

• IBM: Neurodiversity Hiring Program aims to recruit autistic individuals and other neurodivergent conditions for roles in software development, data analysis, and cybersecurity. The program offers support, training, and accommodations to help employees thrive.

• Hewlett Packard Enterprise: Dandelion Program is dedicated to hiring individuals on the autism spectrum for roles in cybersecurity, software testing, and data analysis. The program provides training, mentorship, and support to help employees succeed.

These are just a few examples of companies actively seeking to employ autistic individuals. Many other organisations across various industries have launched similar initiatives to promote neurodiversity in the workplace and tap into the unique skills and perspectives of autistic employees.

For a wider selection of companies please visit: https://www.neurodiversityhub.org/employers

Who are the Forgotten?

A recent talk by Jess Joy and Charlotte Mia, promoting their book, "How Not to Fit In: An Unapologetic Guide to Navigating Autism and ADHD.[3.]" The book certainly lived up to its title, offering an entertaining and thought-provoking read. During the evening, one of the questions raised was about the recognition that high-tech companies are actively seeking out neurodivergent individuals. In contrast, smaller companies, especially in the retail sector, have made very few, if any, adaptations. This lack of accommodations leads to neurodivergent people struggling in difficult jobs, which can ultimately result in dismissal or them choosing to leave.

A quick online search reveals numerous examples of neurodivergent individuals facing challenges in holding jobs within small industries.

Today my boss had a serious talk with me about the constant mistakes I keep making and how it's costing him money and he's losing customers and he's gonna have to fire me if it keeps happening. It's a really small business and my boss is a nice guy so I feel really guilty. This would be my 4th time getting fired in the past 2 years due to this type of thing. - spiritlionsgate

I asked for a meeting to discuss accommodations [for autism] and changes we could make to the current distribution of work [small lawyer firm]. I created a very detailed list of my current duties and tasks, how they had changed and expanded exponentially during my time there, and why I felt the distribution of work was unbalanced. They had knowingly let me drive the 90 minutes in traffic to come to the office that morning just to fire me - Elizah Dalrymple

In their respective books, Jess Joy, Charlotte Mia, and Chloé Hayden (Different Not Less[3.]) highlight a common issue faced in their working life - the challenge of maintaining employment. For them it initiated a transition into freelancing and self-employment, offering the opportunity to take control of one's schedule and work environment, which can be particularly beneficial for those on the autism spectrum although not an option available to everyone.

While the Neurodiversity Movement in Business provides some support for small businesses, true progress in this area is likely to require government intervention in the form of legislation and legal protections for the neurodivergent community. Additionally, the struggle that neurodivergent individuals face in securing employment initially is a pressing issue that warrants further examination. Efforts to bridge the employment gap are underscored by the findings of the UK's Autism Strategy report[5.].

“Found that there are many factors contributing to the scale of this gap, including struggling to get a job because of recruitment processes not being autism friendly or difficulty accessing the support people might need to get into work or while in work.“

Conclusion:

The neurodiversity movement in business is reshaping how companies think about talent and inclusivity. By recognising the strengths and potential of neurodiverse individuals, businesses are not only fostering a more inclusive workplace but are also gaining a competitive edge through diverse thinking and innovation. This movement is a key part of the broader push towards diversity and inclusion in the modern workforce. There is a clear difference in application between small, medium and large companies and the sectors they are within calling for more national attention to bring equity through all employment areas.

References

1. Baron-Cohen, Simon, et al. “Talent in Autism: Hyper-Systemizing, Hyper-Attention to Detail and Sensory Hypersensitivity.” Philosophical Transactions: Biological Sciences, vol. 364, no. 1522, 2009, pp. 1377–83. JSTOR, http://www.jstor.org/stable/40485909. 

2. https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage

3. Joy Jess, Mia Charlotte, How to not fit in. 2024. Thorsons.

4. Chloé Hayden, Different Not Less. 2022. Murdoch Books.

5. https://www.gov.uk/government/publications/national-strategy-for-autistic-children-young-people-and-adults-2021-to-2026