The benefits of neurodiversity are clear. People on the autism spectrum are, as a group, significantly more focused than average. They have a long attention span and can work for hours on a single project without interruption.
They don’t get distracted by office chatter, water cooler talk, or Facebook notifications from friends. This can be a tremendous advantage in an office environment where multitasking is often seen as the norm.
What is neurodiversity
Neurodiversity is a natural difference in the way people think and communicate.
It’s often defined as “neurological differences that are not disorders,” or “differences in how we process information.” These can include autism spectrum disorder, attention deficit hyperactivity disorder (ADHD), Tourette’s syndrome, dyslexia, dyspraxia and other conditions characterised by unusual sensory experiences or motor control issues.
If you’re reading this, chances are you don’t need to be convinced that neurodiversity is a good thing. But employers might. Here are five reasons why your company should consider hiring neurodiverse people:
- Neurodiverse people have unique skills
- Neurodiverse people are loyal and hardworking
- Neurodiverse people are creative thinkers
- Neurodiverse people have specialised skills in areas like mathematics, music, or computer science (where they can use their brain differently from non-neurotypicals)
- They offer an advantage to the entire business because they make it more inclusive
It’s not “nice” to hire neurodiverse people; it’s smart. Employing people with differences in thinking means more creativity in your company. It also means more innovation, new perspectives and fresh ideas.
Neurodiverse individuals are more creative and innovative and bring fresh ideas to the table. They approach problems differently than people without differences in thinking, so they’re such an asset to any company.
With that in mind, here are some reasons why neurodiversity can be an asset:
Neurodiverse employees are more creative
No matter where you look, plenty of evidence points towards this being true.
Also Read: Autistic founders and advocates share their vision of a more inclusive workplace
A study from Stanford University found that people with autism were better at finding solutions for seemingly intractable problems than their peers who didn’t have autism spectrum disorder (ASD).
And research from Harvard University indicates that having ADHD can be beneficial at work if you’re doing something creative. It helps you stay on task!
Neurodiverse employees will bring something unique to the table and help you solve business problems in a way that others can’t.
For example, when a neurodiverse employee works on your team, they may be able to see things a bit differently than their colleagues. They may come up with solutions that others wouldn’t have thought of before because their perspective does not limit them.
Or perhaps they have an idea for solving a problem but don’t know how to explain it, so everyone else understands. A neurodiverse employee could provide input into how this idea could be better communicated or find someone who can help them express it more clearly (and therefore solve your company’s problem).
Neurodiverse employees are loyal and hardworking employees
They come up with creative solutions because they see things others don’t see or think about things others don’t think about naturally.
Neurodiverse people excel in the workplace because they’re self-starters who don’t need to micromanage, making them great team members. Neurodiverse employees are independent thinkers who aren’t afraid to speak up when something’s wrong with the company or its policies, so their ideas can significantly impact your business.
Neurodiverse people are also great problem solvers since they tend to think outside of the box more often than non-neurodivergent individuals do, which means that if you’re struggling with something at work, whether it’s productivity issues or a faulty process, you’ll find someone who will have an answer for you if they’re part of your team!
Neurodiverse candidates are self-starters
They are creative, independent thinkers who can help companies achieve their goals, so long as their ideas are encouraged and rewarded.
People who are neurodiverse make great additions to small teams or as self-starters. They are creative, independent thinkers who can help companies achieve their goals, so long as their ideas are encouraged and rewarded.
If you’re a hiring manager looking for a way to boost your company’s productivity, consider this: neurodiverse candidates are excellent problem solvers. They will not only think outside the box but also try out new strategies that may seem crazy at first but will ultimately lead them to success.
One of the benefits of hiring neurodiversity is that neurodiverse people often have highly specialised skills, like amazing recall or an innate ability to analyse data, which makes them great employees in many parts of a company’s operations.
In addition to being more loyal and hardworking than neurotypical employees (NTs), those with autism and Asperger’s syndrome are less likely to quit their jobs because they want stability and routine. They’re also good at working independently, so it’s easy for them to get things done without much supervision.
Many companies hire NTs who have mental health issues such as depression or anxiety: Their diagnoses drive them toward perfectionism, and higher productivity levels than your standard employee would achieve without an issue holding them back from reaching their full potential at work.
Neurodiverse employees are loyal and hardworking because they need their jobs to survive in a society that doesn’t always understand them. They will work harder than anyone else because they know how important it is to be successful at work, pay their bills on time, and have enough food in their fridge when the month ends.
Conclusion
There are many reasons to hire neurodiverse employees, and you’ve just read about some of them. If your company is looking for smart, creative people who can bring something unique to the table and solve business problems, then hiring a neurodiverse employee might be worth exploring.
When we’re hiring individuals with differences like ADHD or autism spectrum disorders, it’s important to remember that these conditions come with many diverse talents (and possible challenges).
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