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Neurodiverse workplaces
Many organisations are recognising the strengths of purposefully employing neurodivergent individuals.
They can have a transformative impact on business, benefitting the company with unique perspectives.
Every neurodivergent person is unique, and we should avoid stereotypes. However, employers are beginning to recognise the value that neurodivergent employees bring to the workforce and the benefits of supporting them.
Particular strengths may include:
Exceptional attention to detail, with the ability to spot patterns, anomalies, and trends quickly.
Deep focus and determination to see tasks through to completion.
A capacity to see the bigger picture, understand wider contexts, and innovate.
Strong logical thinking and objective decision-making skills.
Employer champions
Government Communications Headquarters (GCHQ), the UK’s intelligence, cyber, and security agency, and other UK intelligence services
GCHQ actively recruit people with dyslexia. They value strengths that include pattern recognition, analysing big data, identifying complex patterns and finding new solutions to novel and challenging problems.
“We have 100 years of keeping the country safe. When I look at the things ordinary people have done that have ended up with extraordinary outcomes, then I can see people who think differently, and I can see dyslexics in every one of those from 1919 through to the present day.”
Jeremy Fleming, Director of GCHQ (2017-23)
Rolls-Royce, industrial machine manufacturer
Rolls-Royce is dedicated to becoming one of the most diverse and inclusive organisations in the world. They value the unique strengths and skills of neurodivergent individuals, and their approach to embracing and supporting neurodiversity has resulted in significant improvements in employee productivity and satisfaction.
“As Elon Musk, Emma Watson, Bill Gates, Steve Jobs, Simone Biles and many others have shown, neurodivergent people experience and approach things in a very different way. They approach tasks and problems from new angles, offer more balanced views and apply their strengths and attributes to their role differently. We’ve got to stop thinking about ‘them’ and ‘us’ when it comes to neurodiversity – we need to recognise and celebrate neurodiversity for the wonderful opportunities it presents to us in the workplace and for society at large.”
Ellie Long, Global Head of Emerging Talent of Rolls-Royce
Microsoft Corporation, multinational technology conglomerate
Microsoft focuses on attracting and retaining top neurodivergent talent as part of its strategy to build a dynamic workforce that drives innovation. They recognise that those with cognitive differences, and especially with autism spectrum disorder, bring a raft of unprecedented benefits to business. Among them are superior attention to detail, focus, observation skills, ability to retain facts, and in-depth knowledge in their areas of interest. As a result, many excel in data analytics and software management that support emerging technologies. Bill Gates, co-founder of Microsoft, says he has autism and that he wouldn’t have developed the software without autism and wouldn’t change his brain for anything.
“We are enhancing support for autistic employees, helping them thrive without ‘masking’ their true selves. Our neurodiversity hiring includes flexible schedules, sensory-friendly environments, and neurodiversity training which in turn empowers neurodivergent talent. All they needed was this different, more inclusive process, and once they got into the company, they flourished.”
Neil Barnett, Director of Inclusive Hiring and Accessibility
Creating neuro-inclusive workplaces
To be fully neuro-inclusive, organisations need to look at both recruitment practices and workplace culture. This ensures they aren’t missing out on highly talented individuals and helps create an environment where neurodivergent staff can thrive.
Neuro-inclusive recruitment
Neuro-inclusive culture
Find advice and sources of support for specific neurotypes.
Learn more about how to have a conversation with someone at risk of suicide.