In today’s competitive market, businesses are constantly seeking an edge to stay ahead. When it comes to talent, an often-overlooked area is the untapped potential within neurodiversity.
We heard it over and over again “diversity is a catalyst for innovation” and this was supported by numerous Harvard business reviews and case studies. According to a study by Hewlett Packard Enterprise, neurodiverse teams were 30% more productive than others 1. On a separate case, JPMorgan reported that professionals in their Autism at Work initiative made fewer errors and were 90% to 140% more productive than neurotypical peers2. Then Deloitte’s revealed that companies with inclusive cultures were 6 times more likely to be innovative and agile2.
Neurodiversity is a valuable and misunderstood resource in the workforce, particularly relevant in STEM (Science, Technology, Engineering and Mathematics) fields as we discussed in our book “Autistic & Smashing it” and we will overview other aspects here.
The Gap in STEM Employment:
Despite the benefits of neurodiversity and compelling examples; how come many neurodivergent people with a STEM background remain unemployed or underemployed? A recent skill survey and report commissioned by Institution of Engineering and Technology 3, estimates that there is a shortfall of 173,000 workers in the STEM sector in the UK alone, costing the economy over £1.5 billion per annum. This is emphasized through the slow rate of new and skilled workers joining the industry which is annually too slow to sufficiently address the shortfall. What a catastrophe for organisational, economic and national growth!
Remember the high unemployment and underemployment rates in the qualified neurodivergent population we mentioned earlier or the unconventional problem solving or the dedication?!
The Business Case for Embracing Neurodiversity
Focusing solely on gender or ethnicity or 1 diversity in diversity, equity, and inclusion (DE&I) initiatives often overlooks the value of neurodiversity and intersectionality, which encompasses unique cognitive differences that can bring fresh perspectives and innovative problem-solving skills. To achieve true inclusion and gain a digital advantage, businesses must expand the conversation beyond binary or visible diversities and adopt a 360-degree view that considers all aspects of humanity.
1. The Untapped Potential of Neurodiverse Talent:
Neurodivergent (e.g., autism, ADHD, dyslexia, dyspraxia, and other cognitive diversities) individuals do not only add to the diversity of thought; they may bring unique perspectives, attention to detail, pattern recognition, unconventional problem-solving and unparalleled dedication that often leads to groundbreaking solutions and approaches, driving continuous innovation within companies.
These unique strengths and talents are often missed (or even suppressed) by organisations that rigidly try to fit neurodivergent talent into a non-flexible mould failing to recognize, grow and leverage their potential or hindering it. Only 16% 2 to 22% 4 of UK adults with autism are in full-time employment, emphasizing the need to understand and prioritize this pillar of diversity, equity and inclusion and truly embrace it. Research (above, in our book and newer researches we are yet to see) continues to show that diverse teams outperform homogeneous teams, and that creating a more inclusive environment for neurodivergent individuals can lead to higher employee retention and satisfaction. Do not worry about attracting neurodivergent talent; please start your journey by ensuring you have the right environment for those who are already in your organisation and that will attract others and allow slower turnovers.
2. The STEM Employment Gap and Neurodiversity:
The National Autistic Society figure of 78% 4 of autistic adults being unemployed becomes even more shocking when we add that over 60% of them have post-school qualifications in STEM subjects 5. This disparity represents a significant hindsight and loss of potential talent for industries in need of skilled professionals.
This employment gap not only affects individuals but also inhibits industries from benefiting from diverse talents. By accommodating diverse needs and recognizing the unique strengths of neurodiverse individuals, companies can bridge this gap, unlocking a vast pool of underutilized talent poised to revolutionize STEM industries.
3. Creating Inclusive Work Environments:
Fostering an inclusive culture is not merely a social responsibility; it’s a strategic imperative. Inclusive workplaces that accommodate diverse perspectives and working styles drive innovation and creativity, benefiting both neurodiverse employees and their entire workforce.
Conclusion
The lack of neurodiversity or high turnover in STEM fields is a missed opportunity for. By genuinely including and prioritizing neurodiversity as part of their DE&I efforts, organisations can create a more inclusive and productive environment that benefits everyone.
In conclusion, embracing neurodiversity is not just a gesture of goodwill, moral or diversity duty – it’s a strategic investment toward sustainable growth, enhanced problem-solving, and unparalleled innovation. This is particularly critical in STEM fields where diverse perspectives pave the way for groundbreaking discoveries and technological advancements that positively impact society; all invaluable in the tech-driven sectors where innovation reigns supreme.
In an innovation-driven world, embracing neurodiversity is not just commendable—it’s necessary. By recognizing and leveraging the unique strengths of neurodiverse individuals, companies position themselves at the forefront of innovation and competitiveness within STEM industries. It’s time to view neurodiversity not as a challenge, but as an extraordinary asset that, when embraced, propels organisations toward unparalleled success. Let us assist and guide you on your journey of being more neuroinclusive (and inclusive) with our expertise in intersectional inclusion and leadership solutions.
- Neurodiversity Is a Competitive Advantage.
- Building a neuroinclusive workplace | Deloitte Insights
- The Institution of Engineering and Technology (2021) “Engineering and tech giants join forces to STEM £1.5bn annual skills gap”
- New shocking data highlights the autism employment gap
- Education and employment status of adults with autism spectrum disorders in Germany – a cross-sectional-survey
