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Those ways include productivity gains, quality improvement, boosts in innovative capabilities, and broad increases in employee engagement. We have had extensive access to the neurodiversity programs at SAP, HPE, and Specialisterne (the Danish consulting company that originated such programs) and have also interacted with people at Microsoft, Willis Towers Watson, and EY.Īlthough the programs are still in early days-SAP’s, the longest running among major companies, is just four years old-managers say they are already paying off in ways far beyond reputational enhancement. Many others, including Caterpillar, Dell Technologies, Deloitte, IBM, JPMorgan Chase, and UBS, have start-up or exploratory efforts under way. But to realize the benefits, most companies would have to adjust their recruitment, selection, and career development policies to reflect a broader definition of talent.Ī growing number of prominent companies have reformed their HR processes in order to access neurodiverse talent among them are SAP, Hewlett Packard Enterprise (HPE), Microsoft, Willis Towers Watson, Ford, and EY. In many cases the accommodations and challenges are manageable and the potential returns are great. Sometimes they exhibit challenging eccentricities.

Neurodiverse people frequently need workplace accommodations, such as headphones to prevent auditory overstimulation, to activate or maximally leverage their abilities. Yet those affected often struggle to fit the profiles sought by prospective employers. Many people with these disorders have higher-than-average abilities research shows that some conditions, including autism and dyslexia, can bestow special skills in pattern recognition, memory, or mathematics. And although corporate programs have so far focused primarily on autistic people, it should be possible to extend them to people affected by dyspraxia (a neurologically based physical disorder), dyslexia, ADHD, social anxiety disorders, and other conditions.

The incidence of autism in the United States is now 1 in 42 among boys and 1 in 189 among girls, according to the Centers for Disease Control and Prevention. He is representative of participants in the programs of pioneering companies that have begun seeking out “neurodiverse” talent.Ī lot of people are like John. “John” is a composite of people whose privacy we wanted to protect-people with autism spectrum disorder. Although his assigned workplace “buddy” has finally persuaded him to do so, he doesn’t enjoy them. He is hardworking and never wants to take breaks. When they’re tight, though, John is the department’s most productive employee. He leans over every 10 minutes or so to tighten his shoelaces he can’t concentrate when they’re loose. He wears headphones all the time, and when people talk to him, he doesn’t look right at them. If you watched John for a while, you’d start to see why. But he couldn’t make it through the hiring process. Other companies he had talked with badly needed the skills he possessed. Before John ran across a firm that had begun experimenting with alternative approaches to talent, he was unemployed for more than two years. An obvious guy for a tech company to scoop up, right? His CV features two master’s degrees, both with honors.

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His combination of mathematical ability and software development skill is highly unusual. The work for managers will be harder, but the payoff to companies will be considerable: access to more of their employees’ talents, along with diverse perspectives that will help them compete. Train other workers and managers in what to expect.Team with governments or nonprofits experienced in working with people with disabilities.The programs vary but have seven major elements in common. Yet they often struggle to fit the profiles sought by employers.Ī growing number of companies, including SAP, Hewlett-Packard Enterprise, and Microsoft, have reformed their HR processes in order to access neurodiverse talent-and are seeing productivity gains, quality improvement, boosts in innovative capabilities, and increased employee engagement as a result. Many people with neurological conditions such as autism spectrum disorder and dyslexia have extraordinary skills, including in pattern recognition, memory, and mathematics.