Neurodiversity as a Competitive Advantage: Why Smart Companies are Prioritizing Inclusion

By Chuka J. Uzo

Have you ever had that colleague who seems to march to the beat of a different drum? The one who has a quirky way of communicating or struggles with social interactions? Perhaps you've worked with someone who is incredibly detail-oriented and excels at tasks that require precision, but has difficulty with abstract or ambiguous concepts. Or maybe you've encountered a team member who gets easily overwhelmed by sensory input, such as bright lights or loud noises. These individuals may be neurodivergent, meaning their brains process information differently from the majority of the population. And while neurodiversity is often viewed as a challenge, it can also be a tremendous asset in the workplace if properly understood and harnessed.

Neurodiversity refers to the natural variation in human brains and includes conditions such as autism, ADHD, dyslexia, Tourette's syndrome, and others. Some neurodivergent individuals may exhibit behaviors or traits that are perceived as "awkward" or "unusual" by neurotypical individuals. For example, an individual with autism may exhibit repetitive behaviors, such as hand-flapping or rocking, or may struggle with eye contact or social communication. Too often these things go unnoticed in workplace, career development spaces, families and marriages, sometimes even impairing the function and efficiency of the persons involved. However, it's important to recognize that these behaviors are not inherently negative or problematic and do not necessarily reflect the individual's overall capabilities or potential. Instead of focusing on these external traits, it's more helpful to focus on understanding and accommodating the individual's unique needs and strengths, and leveraging on these attributes to move your teams to the next level.

Neurodivergent individuals are people whose neurological development and functioning diverge from the typical or expected patterns. They may experience differences in social communication, sensory processing, cognitive processing, and emotional regulation, among other areas. Some common attributes of neurodivergent individuals may include:

• Hyperfocus: Neurodivergent individuals may exhibit a high level of focus and attention to detail in areas of interest or passion.
• Social communication differences: Neurodivergent individuals may experience differences in social communication, including challenges with interpreting social cues, understanding sarcasm, and initiating or maintaining social interactions.
• Sensory processing differences: Neurodivergent individuals may experience differences in the way they perceive, process, and respond to sensory input such as sound, touch, taste, and smell.
• Executive functioning differences: Executive functioning refers to a set of cognitive processes that are responsible for planning, organizing, initiating, and completing tasks. Neurodivergent individuals may experience challenges with executive functioning, such as difficulties with organization, time management, and impulse control.

It's important to note that each individual's experiences and attributes can vary widely, and not all neurodivergent individuals will exhibit the same traits or behaviors. It's important to avoid stereotypes and recognize that neurodiversity is a natural and valuable part of human variation. Neurodiversity is not a one-size-fits-all concept, and the ideal qualities for a person in any industry or role will depend on many factors, including the specific requirements of the job, the individual's strengths and challenges, and their personal preferences and interests. That being said, there are some qualities that may be advantageous for individuals in certain industries or roles. For example, neurodivergent individuals may excel in fields that require attention to detail, such as programming or data analysis. Their ability to hyperfocus on tasks and their unique approaches to problem-solving may also be valuable in these fields.

Similarly, neurodivergent individuals may excel in roles that require creativity and innovation, such as in the arts, design, or entrepreneurship. Their ability to see the world from a different perspective and their tendency to think outside the box can lead to new and innovative ideas. ADHD and Autism can be assets for certain professions, as these conditions can provide individuals with unique strengths and abilities. However, it's important to avoid general labels and recognize that not all individuals with ADHD or Autism will excel in the same fields or roles.

There is some evidence to suggest that individuals with Autism may excel in certain professions, particularly those that require strong attention to detail, analytical thinking, and system design. While it's not accurate to say that all the best programmers are autistic, there are certainly many successful programmers who are on the Autism spectrum. For example, Hans Asperger, the Austrian pediatrician who first described Asperger's syndrome, noted that many of his patients with the condition had exceptional abilities in fields such as mathematics, music, and engineering.

In an academic article of 2009, Simon Baron-Cohen et al argued that hyper-systemizing, or the ability to detect rules in input-output relationships, was part of the cognitive style of individuals with autism spectrum conditions (ASC), and predisposes them to show talent in systemizable domains. He suggested that the hyper-systemizing ability was a consequence of sensory hypersensitivity, and that the association between autism and talent begins at the sensory level and ends with hyper-systemizing. To give an analogy, the ability to detect rules in input-output relationships can be likened to being able to recognize a pattern. For example, think of a simple sequence of numbers, like 2, 4, 6, 8, 10. Someone with this ability would be able to instantly recognize that the pattern is adding 2 to each previous number to get the next one. Similarly, they might be able to recognize that the pattern in a certain system is that if a specific input is given, a specific output will always be produced. This ability can be useful in many fields, such as programming, engineering, and mathematics. It's like being able to read a code and understand the logic behind it.

In terms of companies leveraging the abilities of individuals on the Asperger's spectrum, there are many examples of successful businesses that have embraced neurodiversity and created supportive work environments for neurodivergent employees. One such example is SAP, a multinational software corporation, which has a program called "Autism at Work" that aims to recruit and retain employees on the Autism spectrum. Through this program, SAP has hired hundreds of employees on the Autism spectrum and provided them with the accommodations and support they need to succeed in their roles. Many of these employees have excelled in fields such as software testing, data analysis, and programming, leveraging their unique strengths and perspectives to help the company innovate and thrive.

SAP's "Autism at Work" recruitment page reads:

"SAP is committed to the principles of equal employment opportunity and to providing reasonable accommodations. Discuss your accommodation or assistance needs with your recruiter so the interview process can be adjusted accordingly. Reasonable accommodations can be provided. Accommodations associated with the Autism at Work program include a technical skill demonstration, portfolio showcase format, and interview topics shared in advance, among other adjustments."

In April 2022, which happened to be the "Autism Acceptance" month, José Velasco, Program Director at SAP Signavio and Autism at Work Ambassador at SAP commented about the efforts of SAP towards embracing neurodiverse employees and how as a consequence, his company taps into a wider pool of this talent. He said:

''.....The SAP Autism at Work (AaW) initiative was launched globally in 2013 with the objective of having 1% of SAP’s employees represented by individuals on the autism spectrum. At the time of the launch, SAP had approximately 65,000 employees, as such our objective was to hire 650 employees on the autism spectrum by the end of 2020. This announcement came almost two years after SAP Labs India, under the leadership of Ferose VR and many other colleagues, had launched a local/organic program to hire software testers on the autism spectrum.

Our initial announcement called for “employing people with autism as software testers, programmers, and data quality assurance specialists.” These jobs had previously been identified as areas where the innate skills and abilities of people on the autism spectrum (along with qualifications in these areas) would allow us to get started with our autism hiring program – though we knew these jobs were by no means representative of the depth and breadth of skills and abilities that autistic candidates had...."

One other example of how acceptance of neurodivergent traits can lead to success is the story of 75-year-old Professor Temple Grandin, an autism advocate and professor of animal science.

Above: TED Talk by Temple Gradin "The world needs all kinds of minds" | 6,533,022 views  • TED201

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Temple Grandin was diagnosed with autism as a child and struggled with social communication and sensory processing differences throughout her life. However, she also had a unique ability to think in pictures and visualize complex systems, which helped her develop innovative designs for animal handling facilities.

Through her advocacy work and research, Grandin helped revolutionize the livestock industry and improve animal welfare, while also becoming a well-respected professor and public speaker. Grandin's success can be attributed in part to her acceptance and embrace of her neurodivergent traits, as well as to the support and accommodations provided by her family, teachers, and colleagues. By recognizing and valuing her unique strengths and abilities, she was able to overcome the challenges posed by her autism and make significant contributions to her field. Temple Grandin had a remarkable ability to recognize patterns and think visually, which helped her in her work designing animal handling facilities.

Her approach to problem-solving and her unique perspective on visual thinking and system design was applied to other fields as well. The outcomes of Grandin's work have been significant, both in terms of animal welfare and industry practices.

In management or leadership roles, neurodivergent individuals may bring a unique perspective and valuable insights to the table. Their ability to think critically and analytically, as well as their attention to detail, can be helpful in making strategic decisions.

In the workplace, it's important to create a culture of acceptance and inclusion, where neurodivergent individuals feel comfortable disclosing their status and asking for accommodations if needed. Employers can also work to educate themselves and their employees on neurodiversity and provide training on how to create a supportive and inclusive work environment for all individuals.

And then, one might ask, how can one make our workplaces more neurodiversity-friendly? Nicole Baumer, MD, MEd and Julia Frueh, MD recommend practical ways to go about this. For example, they recommend the following:

• Offering small adjustments to an employee’s workspace to accommodate any sensory needs, such as:

- Sound sensitivity: Offer a quiet break space, communicate expected loud noises (like fire drills), offer noise-cancelling headphones.

- Tactile: Allow modifications to the usual work uniform.

- Movements: Allow the use of fidget toys, allow extra movement breaks, offer flexible seating.

• Use a clear communication style:

- Avoiding sarcasm, euphemisms, and implied messages.

- Providing concise verbal and written instructions for tasks, and break tasks down into small steps.

- Informing people about workplace/social etiquette, and don’t assume someone is deliberately breaking the rules or being rude.

- Trying to give advance notice if plans are changing, and provide a reason for the change.

- Not making assumptions — where possible, asking a person’s individual preferences, needs, and goals.

- Trying to be kind and patient.

In conclusion, career recruiters, managers and trainers, have a unique opportunity to champion neurodiversity and help bridge the gap between neurodivergent individuals and the workforce. By recognizing the valuable strengths and perspectives that neurodiversity offers, we can unlock the potential of a wider pool of talent and create an innovative, inclusive work environment. So let's commit to promoting diversity, embracing differences, and fostering a culture of inclusion in our workplaces. With the right support, patience and understanding, neurodivergent individuals can excel in any industry or role, and contribute to the success of any organization.

Links to references in this article can be found below:

Interview: Jordan Peterson Interviews Temple Gradin.