Neurodiversity in the Workplace: How AI Is Shifting the Conversation

When you think of neurodiversity in the workplace, you might be using the term “neurodiversity” incorrectly without even realizing it. Neurodiversity doesn’t refer to a problem that needs to be fixed; in fact, it actually comes from a combination of sources – the disability movement and the field of psychology.

Neurodiversity refers to a framework or umbrella of beliefs that recognizes that brain wiring is created differently, not better or worse.

Some examples of neurodiversity that you have probably heard of are Autism Spectrum Disorder, Attention Deficit Hyperactivity Disorder, and dyslexia. These aren’t problems to be solved, but they are examples of neurological brain differences that enhance a neurodiverse workplace.

Why Neurodiversity in the Workplace Matters

A workplace with diversity of any kind – whether that’s skin color, cultural identity, age, skill set, educational background, socioeconomic background, marital status, or family life – makes the organization or business more well-rounded in how it solves problems, shapes thought leadership and defines its industry. Leaders are made better by the diversity of all types, including neurodiversity.

Varying vantage points and strengths arise from neurodiversity in the workplace. One example is people who have a diagnosis of autism spectrum disorder (ASD). While there are levels of ASD, which means their challenges and strengths vary, some common aptitudes might be:

• A propensity for facts and technical knowledge that benefit analysis-based industries, particularly in the technology, financial, construction, and engineering sectors
• Attention to detail, making it easier to identify and correct errors
• Highly creative problem-solvers who think outside the box
• Comfortable with repetitive tasks that can be boring to others

Beyond hiring employees who improve the bottom line, organizations and companies are reporting best-practice outcomes when they make their workplaces more inclusive. Recent research suggests that assembling highly neurodivergent teams brings six times the innovation and helps them meet or exceed financial goals twice as fast.

How AI Impacts Inclusion & Neurodiversity in the Workplace

According to a LinkedIn article by Julie Gillis, a generative AI recruiter, AI tools “are breaking down barriers and creating opportunities for people who, for far too long, have faced significant challenges in traditional work environments.” (Gillis) What would have presented a challenge 10 years ago to an employee with non-verbal autism, for example, has been revolutionized with AI-powered technology.

Using translation software, screen readers, voice recognition technology, and advanced cognitive assistance is changing the way someone with autism can communicate and complete work-related tasks. These tasks may have once felt too restrictive for an employer to accommodate, but AI is making it attainable.

Not only does technology expand how autistic and other neurodiverse adults can operate in the workplace and be considered for employment, but it also opens up the way companies view their pool of candidates.

As autism awareness has grown among leaders and corporations, many hiring managers are more willing to hire a neurodiverse workforce. But many felt limited by the lack of funding that might be required to help someone function effectively in their role. AI is changing that.

Technology and a growth mindset among employers are not just giving neurodiversity in the workplace a chance to get a foot in the door. Neurodiverse workers are invited to the leadership table.

Many corporations are asking key neurodiverse leaders and hiring managers to help them form teams that have a diverse array of people with varied strengths and abilities. It bodes well for the future of the career landscape, yes, but also the future of lifespan wellness for people with ASD.

Some practical examples of how AI is being used to accommodate workplaces include AI-powered noise-canceling headphones for employees who are sensitive to noise and lights that adjust to an appropriate level for an autistic person who requires lower lighting accommodations.

How to Help Your Industry Expand Its Inclusion

If you work for a company where you feel the inclusiveness could be improved, there are several places to start. First, you can invite a licensed mental health professional to speak to your company or a panel of professionals to talk about neurodiversity.

Asking to host professionals who specialize in working with clients who have autism spectrum disorder, ADHD, and other neurodiverse brains can reframe how neurotypical employees and leaders view others. Simply having Q&As, lunch-and-learns, or conversations around the proverbial water cooler won’t do it, though.

Helping everyone understand each other’s diversity – neurodiversity or not – is especially valuable. It paves the way for hiring neurodiverse employees who are equally appreciated for the gifts, talents, and skills they bring to the team. Another way to help your workplace integrate AI into the conversation is to keep the options and possibilities open, maintain an atmosphere of curiosity, and adopt a positive attitude.

Often, when conflicts arise in the workplace, whether due to the use of new technology or working with new people, the roots are the same: a resistance to change and learning something new, a fear of failure, and a lack of familiarity.

Even adventurous personalities typically have some aspects of routine: they drink the same coffee, eat a similar weekday lunch, or wear a rotation of workwear. Any time humans are required to change, resistance is to be expected. Keeping a positive, growth-oriented mindset can help make the changes more palatable.

Another AI advantage that benefits a more neurodiverse workplace is the massive scale by which companies can adapt environments and tools to make accommodations.

One recruiter shared a story of painstakingly fighting to get funds from grants to accommodate one employee who needed a voice-activated laptop to do his job effectively. Not only has technology advanced, but it’s also multiplying, benefiting the individual on that team and all other teams, globally, throughout the corporation.

Neurodiversity in the workplace means that neurodiversity in the client landscape thrives, too. Research suggests that somewhere between 10-20% of all adults have some aspect of neurodiversity, which suggests that a client base mirrors that.

When corporations look within to build leadership bases with neurodivergent teams and employees, they set themselves up for greater success. They’re positioning themselves to attract clients who are looking for companies at the head of the inclusivity pack, willing to learn, grow, adjust, and change.

What Prevents a Corporate Culture from Embracing Neurodiversity in the Workplace

Believe it or not, companies that want to embrace neurodiversity may be doing what they think are all the right things. They’re advocating, educating, and inviting neurodiverse employees into leadership and HR practices.

However, for neurodiverse populations to thrive, especially for autistic adults, they need to be properly matched to their roles. So, how do you ensure that a hiring manager understands what your team does and finds the right match in the pool of available candidates?

It starts with where we began the article: education and awareness. Because your human resources department is the first line of interaction with potential employees, they need to explore workplace collaborations with neurodiversity work programs.

Programs such as Autism Speaks and Autism at Work are a starting point. These foster partnerships between companies that want to hire neurodiverse employees and neurodiverse employees who are skilled and ready to work. Incorporating this mindset will promote growth.

Another barrier to workplace mismatch is a lack of autonomy, whether someone is neurodivergent or not. Especially in the case of someone with autism spectrum disorder, they’ll need to feel confident in their role and in the way they choose to work in that role.

Consider what this looks like. This means the neurodiverse worker is provided with the tools and training they need, in a way that works for them and their brain wiring. It also means they’re allowed to thrive without intervention or too much unnecessary oversight.

When a leader and employees have a trusting relationship, the employees are healthier, happier, and more productive. As neurodiversity in the workplace becomes more normative, leaders and employees’ familiarity with a variety of differences grows.

Essential skills like teamwork, trust, and vulnerability are things that counselors in our offices work with clients to build. If you’re considering expanding your own skills in these areas, whether you are neurodiverse or neurotypical, contact one of our offices to be matched with a counselor today.