Why Neurodiversify?

Impact on Corporate Culture and Productivity

The two biggest concerns employers have when hiring people with autism are: Will they fit in and will they be productive. Truth is they may not ever fit in socially, but they will fit in when it comes to their productivity, work ethic, and loyalty.

There may also be resistance to neurodiversifying in an organization; a response that comes from a fear of the unknown. People on the autism spectrum can be socially awkward and have anxious mannerisms, all of which can make employees feel uncomfortable and unsure how to interact with them. This lack of confidence in working with someone on the spectrum is easily addressed through training.

Focus Professional Services offers one-hour Autism in the Workplace 101 sessions to give staff and management insight on the challenges and behaviours of people on the autism spectrum, as well as practical ways to make them feel welcome, less anxious, and more productive in the workplace. Add ongoing autism-specific support for both employees and the new hire – which takes very little effort or cost – and an organization will experience many positive changes when employing people with autism.

Here’s what typically happens when a company neurodiversifies with training and ongoing support:

  • Resistance and fears dissipate – Employees start thinking: What was I so concerned about?
  • Communications improve – Autistics require clear instructions and direction. This need for clarification reduces ambiguity for everyone and enhances communication skills among all team members.
  • Greater respect and appreciation among team members – As objectives, schedules and budgets are met, autism becomes less of a focus and each person’s contribution is recognized and valued.
  • Better problem solving – As people work together in a neurodiverse team, there is less personalization of issues and more attention paid to resolving the problem at hand.
  • Enhanced productivity – The more accepted and supported the person with autism is, the more trust builds within the organization and the stronger the emotional bonds are to the organization.
  • Innovation and growth – Organizations that diversify by hiring autistics are more flexible and adaptable to market changes than those organizations that do not. Opportunities are embraced and innovation increases when differences, new ideas, and discussions are welcomed and encouraged.

If you are considering neurodiversification, take our free and confidential
Neurodiversity Readiness Assessment