Talent left behind 

In a tight talent market, can you afford to alienate 20% of potential candidates and employees? What if that 20% held disproportionate capability for accelerated innovation, creative problem-solving, and smashing through plateaus? 

What if you were not only alienating that 20% right now, but—actively or inadvertently—stigmatizing them? 

We’re talking about literally hundreds of millions of people, based on estimated global employment figures. 

What do they have in common? They are neurodivergent. That means they have one or more conditions that lead to them perceiving and interacting with the world differently than the neurotypical majority. These conditions may include ADHD, Autism Spectrum Disorder, Dyslexia, Dyscalculia, Dysgraphia, and others. 

The subject of pervasive discrimination—particularly in the workplace, where neurodivergent people are more than twice as likely to be unemployed and far less likely to hold leadership positionsi—we at Alludo believe neurodiversity is poised for a major reimagining.  

An ambitious new survey 

With a new ERG devoted to neurodiversity—sponsored by a member of our ELT who is outspoken about her own neurodivergence—we’re leading the way on welcoming, embracing, and outright celebrating neurodiversity within our ranks. We truly believe diversity of all kinds leads to better outcomes. According to one study, companies that offer an inclusive environment for neurodivergent workforce segment achieved 28% higher revenue, 30% greater profit margins and about double the net income compared to their competitors.    

What gets measured gets improved, so we wanted to take a pulse on neurodiversity in the workforce today.  

What are employers missing about supporting neurodiversity? 

What do neurodivergent individuals say about how, when, and where they do their best work? 

What benefits can employer gain by better supporting neurodivergent employees? 

How can the future of work take neurodiversity into account to drive better outcomes? 

These are just a few of the questions Alludo set out to answer with a new research project. Alludo surveyed nearly 1,000 neurodivergent individuals and compiled the results in an eye-opening report that should be a must-read for leaders, allies, neurodivergent individuals, and anyone who wants to simultaneously accelerate innovation and tolerance. 

The gap heard ‘round the world 

Respondents report a major gap between the environment needed to leverage their exceptional capabilities, and the environment they’re currently in. While neurodiversity looks different for everyone, respondents report having particular strengths in creativity, flexibility, outside-the-box thinking, observational skills, pattern recognition, and problem-solving.  

The flip side: They frequently reported struggles with signature characteristics of a classic, structured work environment—especially one with in-office mandates. Distractions, interpersonal communication, eye contact, sitting still—none of these make respondents less skilled or talented. They all have the potential to make respondents less able to do their best work. 

What happens next? 

The survey not only into the unique capabilities and challenges of neurodivergent individuals, but how these insights can be evaluated and turned into a better working environment with better outcomes for everyone. We have a long way to go, but this information is a critical first step. 

Read the exclusive full report here. 

i Source: Bureau of Labor Statistics