5 strategies for neurodiversity inclusion in the workplace
As organizations strive for more inclusive workplaces, neurodiversity has become a essential focus for unlocking innovation, creativity and business success. Neurodivergent individuals—those with autism, ADHD, dyslexia, dyspraxia, dyscalculia and more—bring unique strengths that, when fully supported, can transform how companies operate and grow. Yet, traditional recruitment processes and work environments often have hidden barriers that prevent these individuals from showcasing their true potential.
During our recent Cracking the Neurodiversity Code webinar, which you can now watch on-demand, industry leaders from EY, Ubisoft and Dell Technologies shared their proven strategies for creating neuroinclusive workplaces. Here are five key takeaways to help your organization tap into the full potential of neurodivergent talent.
1. Revamp recruitment & hiring practices
Traditional hiring models often fail to capture the strengths of neurodivergent candidates. That’s why companies like EY and Dell have redesigned their processes to focus on performance-based and skill-based assessments. EY’s "Super Week" immerses candidates in simulated work environments where they are evaluated on their aptitude, acumen and interest over time, rather than quick thinking or rapport-building during an interview. Similarly, Dell’s Neurodiversity at Dell program replaces traditional interviews with project-based tasks, allowing candidates to demonstrate their skills in a real-world context.
Pro tip: Offer flexible accommodations during the hiring process, such as extra time or alternative formats, to ensure neurodivergent candidates can fully showcase their abilities.
2. Redesigning workspaces
Once hired, neurodivergent employees need tailored environments that allow them to thrive. Ubisoft has found success by redesigning workspaces based on the needs of its employees. For instance, quiet, controlled spaces may help autistic employees focus, while more dynamic environments are suitable for individuals with ADHD. This kind of adaptability helps maximize each employee’s strengths, enhancing creativity and productivity.
Additionally, integrating inclusive technology can remove many barriers neurodivergent employees face. EY’s Neurodiverse Centers of Excellence implements tools like Texthelp’s Read&Write to support with tasks such as reading and writing. These tools not only bridge gaps but unlock hidden potential, ensuring that all employees can contribute fully.
Pro tip: Adapt your communication methods by offering both verbal and text-based options for participation during meetings.
3. Psychological safety & belonging
True inclusion goes beyond hiring neurodivergent talent—it’s about building a community where everyone feels they belong. Companies like EY and Ubisoft prioritize creating a strong sense of psychological safety and belonging, which they have found drives higher performance and employee engagement. Employee Resource Groups (ERGs) are a valuable tool for creating a culture of community, providing peer support and raising awareness. Ubisoft’s ERG has grown to over 500 members globally, helping employees connect and thrive.
Pro tip: Implement mentorship programs that provide cultural insights and guidance for neurodivergent employees, like Dell’s True Ability ERG, which pairs new hires with experienced mentors for ongoing support.
4. Prioritize training & development
Creating an inclusive workplace doesn't happen overnight. Leaders need to ensure their teams are equipped with the right tools and understanding to support neurodivergent colleagues. Ubisoft’s strategy begins with comprehensive neuroinclusion training for recruiters, HR and managers. Training programs that educate staff about neurodiversity and promote a company culture of understanding are essential for long-term success. Additionally, offering neurodivergent employees professional development opportunities, like time management workshops or self-advocacy training, can help them grow and thrive.
Pro tip: Work with neurodiversity and inclusion advisory committees to tailor training and development programs that address the specific needs of neurodivergent employees.
5. Measure and refine strategies
Creating an inclusive environment for neurodivergent employees is an ongoing process. Regularly assess the effectiveness of your strategies by tracking metrics such as retention rates and employee satisfaction. Gathering feedback directly from neurodivergent employees ensures your company can continually refine its approach and stay at the forefront of neurodiversity inclusion.
Pro tip: Stay informed about new research and best practices in neurodiversity inclusion by participating in webinars and industry forums.
To dive deeper into how you can support neurodivergent employees and build a more inclusive workplace, join our webinar Unlock Potential: Supporting Employees with Dyspraxia, Autism & ADHD. Discover how inclusive technology can transform your workplace and unleash the power of neurodivergent minds.
Statistics shared at the event:
- 88% of neurodivergent candidates feel discouraged from applying for jobs.
- Over 50% of neurodivergent candidates face discrimination during the selection process.
- The unemployment rate for autistic individuals is 80%.
- EY’s Neurodiverse Centers of Excellence have generated $1 billion in revenue and saved over 3.5 million hours through solutions created by neurodivergent employees.
- 18% of video game developers identify as neurodivergent at Ubisoft.
- EY’s Neurodiverse Centers of Excellence program supports over 850 neurodivergent employees with a 92% retention rate.
- Ubisoft’s ERG (Employee Resource Group) has over 500 members across 20 countries.
Interested in learning more about how inclusive tech can help you reach your Diversity, Equity and Inclusion (DEI) goals?
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