Neurodiversity: Why You Can’t Wait?

Daniel Mikulowicz, Maria Mikulowicz

In recent years, interest in the concept of neurodiversity in business and organizational environments has been growing. Numerous studies and practical experiences confirm that considering neurological diversity in the workplace translates into measurable financial, operational, and social benefits. Neurodiversity is thus becoming an important element of strategic business planning, helping organizations achieve a competitive edge.

The goal of this article is to inspire HR teams and managers to reflect on WHY it is worth acting now and implementing neurodiversity in their workplace.

Here you will learn the facts about the impact of introducing neurodiversity at work, including:

• Examples of specific company benefits from implementing such programs,
• How it addresses employer obligations,
• Managerial effectiveness,
• Innovation and problem-solving,
• Building a strong brand image and market advantage.

Neurodiversity includes both neurotypical and neuroatypical individuals. More information in the article “Neurodiversity in the workplace – Key concepts and Their Application”.

 1. Higher Efficiency and Work Quality – Concrete Examples of Companies Implementing Neurodiversity Programs

Research by JPMorgan Chase & Co. , conducted as part of the Autism at Work program, showed that employees with autism are 90–140% more productive and make fewer mistakes than neurotypical employees. This confirms that neurodivergent individuals can significantly increase team work quality and efficiency.

Other companies have also reported positive effects from neurodiversity-supporting programs:

• SAP: Their Autism at Work program contributed to increased innovation and improved product quality by hiring people with unique analytical and technical abilities.
• Ernst & Young (EY): The neuroinclusion initiative improved team creativity and better problem-solving, resulting in higher client satisfaction.
• DXC Technology: The company reports that hiring neurodivergent individuals increased employee engagement and improved workplace atmosphere, resulting in lower turnover and higher productivity.

Such examples show that neurodiversity is not only a social value but also a real factor for business success.

Did you know…

Studies indicate that neurodivergence is more common among Generation Z, those born between 1997 and 2012. This generation currently makes up about 30–35% of the workforce in developed countries, making it one of the largest employee groups.

Young employees from this generation are also more open to diversity, including neurodiversity, and expect authenticity and support at work. Therefore, organizations actively implementing neurodiversity policies are more attractive to this group, allowing them to more effectively attract and retain young talent, who will soon dominate the labor market.

 2. Meeting Employer Obligations

Employer obligations towards neuroatypical individuals primarily include (Canadian Human Rights Act (CHRA), Quebec Charter of Human Rights and Freedoms):

• Prohibition of discrimination,
• Obligation to provide reasonable accommodations,
• Creating an inclusive work environment.

 3. Managers Trained in Neurodiversity Manage Teams Better

Research shows that managers trained in neurodiversity:

• Understand the needs of both neuroatypical and neurotypical individuals,
• Create a supportive work culture where all employees feel safe and can build trust-based relationships, e.g., setting an example of how to collaborate or respond in difficult situations and resolve conflicts with different types of people,
• Increase their own interpersonal skills, e.g., better adapting communication to different types of people,
• Introduce innovative ideas into the work environment so that various individuals can fully utilize their strengths and compensate for elements that may reduce their effectiveness, e.g., high sensitivity to stimuli.

(Journal of Advanced Research 2024, Journal of Organizational Behavior 2022, Harvard Business Review 2023, Deloitte Insights 2024).

 4. Supporting Innovation and Problem-Solving

• Research shows that teams with greater cognitive diversity solve problems faster. Such teams can generate up to 75% more ideas and are 87% more likely to make better decisions (Harvard Business Review 2017).
• Cognitive diversity helps avoid groupthink traps (University of Bath, 2021).
• A McKinsey & Company report suggests that diverse teams achieve 36% better profitability than homogeneous teams.

 5. Building a Strong Brand Image and Market Advantage

Organizations promoting neurodiversity build an image of socially responsible and diversity-friendly companies. Such companies attract clients, business partners, and investors who are increasingly guided by ESG (Environmental, Social, and Governance) criteria. Furthermore, workplaces supporting neurodiversity are particularly attractive to younger generations, fostering employee loyalty and a positive brand perception.

 Summary

Implementing the concept of neurodiversity is an important factor in gaining a competitive advantage. It brings benefits such as higher efficiency, compliance with legal requirements, better team management, greater innovation, and a stronger company image. Considering the needs and potential of neurodivergent individuals is now crucial, especially in the context of the growing share of Generation Z in the labor market.

We encourage you to share in the comments why implementing neurodiversity in the workplace is important to you. What values, experiences, or observations make this topic significant for you?

Bibliography

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