I recently met with a Chamber member, who raised a very interesting statistic that almost one in five of the adult population is regarded as being neurodivergent. This could be in the form of ADHD, autism, dyslexia, dyscalculia or dyspraxia.
More to the point, he added that it’s a sector of the population who have a high representation amongst business entrepreneurs and there appears to be a reason why.
Many of these neurodivergent entrepreneurs have faced discrimination and a survey found that around 2/3 of respondents suggested that their motivation to start a business was due to the fact that this was the only way to earn a living, as holding down traditional employment could be too much of a challenge.
As we continued the conversation, our member expanded on the point that many of these business leaders became entrepreneurs out of necessity and not out of choice. In his words, “they are more likely to have impostor syndrome, than anyone else gathered in a room of peers”.
That got me thinking about the value of having a neurodiverse workforce and the opportunity to tap into greater productivity and improved problem solving.
Neurodivergent employees may tackle problems by using unique perspectives, which can lead to novel solutions or ways of thinking. Many neurodivergent employees will thrive when it comes to tasks which require close focus, attention to detail and persistence, which can lead to higher quality work.
Statistics have found that neurodiverse tech teams can be more than 30% productive than their peers.
Those businesses who actively welcome and embrace neurodiversity will often find that their workplace is one with good employee morale, which develops a workforce that is more likely to stay, bringing stability.
Such businesses will probably look at redesigning their recruitment processes to be more inclusive, allowing them to tap into highly skilled talent which may have been otherwise overlooked.
Within the workplace, there are a number of simple adjustments which will demonstrate support for neurodivergent staff. This could include the offer of flexible working or hybrid options. Managing lighting and noise levels (e.g., quiet zones) will help employees to thrive. Clear and direct instructions and written information helps to remove ambiguity.
Studies by BUPA found that embracing neurodiversity can be regarded “as a smart and strategic decision” and one that creates a more enhanced and resilient organisation.
We would like to learn more about local businesses who have welcomed neurodivergent employees and have seen the benefits of providing a supportive and inclusive culture.
Do you have any success stories from your business or would you like to share some tips on how your business has gained from the talents of a neurodivergent workforce? We would love to hear from you. Please contact me at:
