Why We Need Neurodiversity in the Workplace

By Rachel White

Contrary to the stigma—the impact of neurodiversity in the workplace reflects a commentary of high value and benefit throughout an organization which spans across industries. Whether in customer service or technical operations, employers, employees, and consumers alike recognize the positive impact and specific skill-sets these individuals have within the context of consumer interactions as fellow colleagues and outward into the organization as a whole.

Time for a snapshot! The positive traits and skill-sets below provide a special uniqueness to neurodivergent employees, and helps in defining atypical employees as effective and productive team members and outward organizational assets.

Soft Skills:

  • Loyalty and reliability
  • Concentration
  • Time management and productivity routine adherence
  • Innovative perspectives—especially in terms of policy and procedure improvement
  • Strong recall and penchant for factual literacy

Hard Skills:

  • High inferential reasoning
  • Mathematics aptitude
  • Strong aptitude in learning coding and technical languages
  • Above average in data entry and management

The addition of healthy neurodiversity within an organization also has a resounding impact throughout employee morale. Why? A mindful balance of atypical and typical employees demonstrates—and fosters—a positive organizational culture. The mantras of these organizations echo sentiments of representational diversity, inclusivity, and equity. A constructive organizational culture also runs hand-in-hand with the pursuit and adherence of encouraging workplace environmental factors. These factors serve to both help in recruitment and retainment of talent and can include: behavioral training, social skill development, and other accommodations. The result of these factors—a forward-thinking and dynamic organization. Sounds like a recipe for success!

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