Neurodiversity in the Workplace: Why Inclusive Hiring Makes Business Sense

October is National Disability Employment Awareness Month. It is a time to celebrate the contributions of people with disabilities and to reflect on how inclusive practices can strengthen our workplaces. Embracing neurodiversity is not only the right thing to do, it is also a strategic advantage. When organizations recognize and value different ways of thinking, they open the door to untapped talent, fresh ideas, and stronger teams.

What is Neurodiversity?

Neurodiversity describes the natural differences in how people think, learn, process information, and interact with the world. Common neurodivergent conditions include ADHD, autism spectrum disorder (ASD), dyslexia, dyspraxia, dyscalculia, and Tourette syndrome.

It is important to remember that neurodivergent people are not a single, uniform group. Each individual has their own combination of strengths, challenges, and preferred working styles. For example, one person with ADHD might excel at rapid problem-solving under pressure, while another may bring exceptional creativity to long-term projects. This variety is exactly what makes neurodiverse workplaces richer and more adaptable.

Why It Matters to Your Organization

Research estimates that 15 to 20% of the global population is neurodivergent, yet unemployment and underemployment rates in this group remain disproportionately high. By intentionally including neurodiverse candidates in your hiring practices, you can:

  • Tap into a wider talent pool
    Many industries are facing ongoing labour shortages. Expanding your recruitment approach to welcome neurodiverse applicants increases your chances of finding skilled, dedicated team members.
  • Boost innovation and problem-solving
    Neurodivergent individuals often excel in areas such as pattern recognition, creative thinking, and approaching problems from angles others may not consider. These diverse perspectives can lead to product improvements, more efficient processes, and innovative business solutions.
  • Improve productivity
    Studies have shown that, in certain roles, neurodivergent employees can be significantly faster and more accurate than their peers. For example, one large employer reported that employees in its neurodiversity hiring program completed work 48% faster while maintaining high accuracy rates.
  • Increase loyalty and retention
    Inclusive workplaces build trust. Employees who feel valued and supported are more likely to remain with an organization long-term, reducing turnover costs and the time spent recruiting and training new hires.
  • Enhance your brand
    Customers notice when a business demonstrates social responsibility. Research shows that the majority of consumers prefer to support companies that are perceived as inclusive and ethical.
Image displays stats on Neurodiversity in the Workplace • 15–20% of the global population is neurodivergent. • Up to 85% of autistic adults are unemployed or underemployed. • 57% of workplace accommodations cost nothing to implement. • 87% of consumers say they prefer to support businesses that hire inclusively.
(Source: Ready, Willing and Able, Autism Alliance of Canada, & Inclusion Canada, n.d.)

Breaking Down the Barriers

Despite the clear benefits, many neurodivergent candidates face barriers that can prevent them from even getting in the door:

  • Job postings that are unclear, overly complex, or loaded with unnecessary requirements.
  • Interview processes that prioritize quick verbal responses or strong eye contact, which may disadvantage candidates with certain communication styles.
  • Work environments that are noisy, brightly lit, or otherwise overwhelming for those with sensory sensitivities.
  • Fear of disclosure due to stigma, leading some employees to mask their differences instead of asking for the supports they need.

Removing these barriers is not just about fairness. It is about making sure you do not miss out on talented people who could make a real difference in your workplace.

Steps to Create a More Inclusive Workplace

You do not need a large budget or a dedicated HR department to make meaningful changes. More than half of workplace accommodations cost nothing, and most others are under $500. Here are some practical approaches:

  1. Educate Your Team
    Offer training sessions on neurodiversity so managers and colleagues understand different communication styles, sensory needs, and working preferences. Awareness is the first step toward breaking down stereotypes and fostering empathy.
  2. Rethink Recruitment
    • Write clear, skills-based job descriptions. Focus on what is essential for the role rather than adding “nice-to-have” requirements that may discourage applicants.
    • Share interview questions in advance to give candidates time to prepare thoughtful responses.
    • Explore alternative assessments such as skills tests, project-based tasks, or job trials to showcase ability in action rather than relying solely on traditional interviews.
  3. Provide Flexible Supports
    • Offer flexible scheduling or remote work options to help employees manage their energy and focus.
    • Create quiet spaces or allow the use of tools such as noise-cancelling headphones and adjustable lighting.
    • Communicate expectations clearly in writing, and avoid ambiguous language that can be misinterpreted.
  4. Foster a Culture of Inclusion
    • Encourage open, judgment-free conversations about workplace needs and accommodations.
    • Share success stories that highlight the contributions of neurodivergent employees.
    • Create opportunities for mentorship and peer support to help new hires feel connected and valued.

The Business Case is Clear

An inclusive workplace benefits everyone. By valuing neurodiversity, organizations can improve morale, strengthen team collaboration, and unlock new sources of creativity and innovation. These changes do not just support employees. They can directly improve business performance.

This October, take time to reflect on your workplace practices. Are they helping you discover the best talent available, or are unintentional barriers standing in the way? Small adjustments can create big results for your employees, your customers, and your bottom line.

Further Resources

For more information on creating a neuroinclusive workplace, check out these resources:

Sources:

Centre for ADHD Awareness, Canada. (n.d.). ADHD in the workplace: Creating a neurodiverse environment [PDF]. https://caddac.ca/wp-content/uploads/ADHD-in-the-Workplace_Final-EN.pdf

Ali M, Grabarski MK, Baker M. An exploratory study of benefits and challenges of neurodivergent employees: roles of knowing neurodivergents and neurodiversity practices. Equality, Diversity and Inclusion: An International Journal. 2024;43(2):243. doi: https://doi.org/10.1108/EDI-03-2023-0092  

Tortora, E. M., & Strohbehn, X. S. (2023, November 8). Embracing and Accommodating Neurodiversity: Equitable and Legal Considerations for Neurodiverse Employees in the Workplace. Venable LLP.
https://www.venable.com/insights/publications/2023/11/embracing-and-accommodating-neurodiversity

CBC. (2024). Neurodiversity in the workplace — Just Asking (radio segment). CBC Radio (aired August 31, 2024). Retrieved from https://www.cbc.ca/radio/just-asking/neurodiversity-in-the-workplace-1.7350104

Russo, E. R., Ott, D. L., & Moeller, M. (2023). Helping neurodivergent employees succeed: Neuroinclusion will remain elusive if managers don’t embed support activities throughout the employee journey. MIT Sloan Management Review.
https://sloanreview.mit.edu/article/helping-neurodivergent-employees-succeed

Matthews, B. (2025, February 5). Managing neurodivergent employees: A playbook for success in the workplace. Remote.
https://remote.com/resources/insights-center/manage-neurodivergent-employees

Azrieli Foundation. (n.d.). Putting Neurodiversity To Work: A Five‑Step Guide. Liberty Co (PDF).
https://libertyco.ca/wp-content/uploads/Putting_Neurodiversity_to_work_EN_Final_Accessibility.pdf

Canadian Association for Supported Employment (CASE). (2021). HR Inclusive Policy Toolkit [PDF].
https://www.supportedemployment.ca/wp-content/uploads/2021/03/HR-Inclusive-Policies-EN-CASE-2021_web.pdf

Ready, Willing and Able, Autism Alliance of Canada, & Inclusion Canada. (n.d.). Why hire inclusively? The Inclusive Workplace. https://theinclusiveworkplace.ca/en/articles/why-hire-inclusively