Because neurodiversity leads to a variety of perspectives on a topic, many employers are finding that hiring those with neurodiversity leads to higher rates of problem-solving as well as a larger variety in the creative solutions to those problems (Armstrong,2010). The neurodiverse brain often thinks and processes information in unique ways. 

I have dyslexia, which leads to my brain processing visual information in a unique way (Elliott & Grigorenko, 2014) . It is more than just seeing a lower case “b” as a “d.” While letter reversals are common, I like to think of my visual processing difference as processing space in multiple ways. 

I struggled with geometry and trigonometry. Math manipulatives weren’t a thing in the 90s and I just could not process the images on the page in any other way than 2D so I found a different method. I would cut out triangles, squares, and make cubes. It was the only way I could grasp concepts like  congruent triangles. I had to physically move them to understand. I have to combine the auditory, visual, and kinesthetic input methods in order to grasp the concept, while many can just use auditory input and understand a concept. That’s just not how my brain works. 

In college, I was on a leadership retreat and we were working through a game called “Turning Over A New Leaf.” We were standing on a tarp, but our instructions for escape were on the other side. We were tasked with turning over the tarp while we all remained on top of it. We went on this retreat each summer so we worked on it for a couple of years. We had tried a lot of different methods and were not getting anywhere. 

One summer, after another disappointing attempt on the tarp, I sat with a piece of paper and tried to fold it in a variety of ways. I figured if I could get the paper turned over then we could figure out the people part second. This was a different approach as we had spent years moving people around and just hoping to have enough space to turn the tarp over. 

The solution was ironically a triangle. If we could take one end of the tarp and create a bow tie, we could move people from one half of the tarp to the other. The people placement would have to be in a triangle. I created a diagram of where who would stand where on the tarp to create the triangle. Before our next session, I gathered the team together and explained the method. Honestly, there were some looks of doubt. 

The solution came from the way my dyslexia impacts my processing of visual information. While dyslexia presents challenges in reading and writing, many individuals with dyslexia exhibit strengths in areas such as problem-solving, creativity, and spatial reasoning (Reid,2009). Their brains may approach tasks differently, leading to unique insights and innovative thinking.

When we got on the tarp in the triangle shape I had drawn out and started to bow tie the other half, we realized that this was actually going to work. It took 10 minutes to turn it over with this method after 3 YEARS of trying. The facilitator stated they had never seen that approach before. 

In addition to creative and innovative problem-solving, employees with neurodiversity can bring all of the following skills into the workplace: 

• Improved Productivity: Neurodiverse individuals can bring unique skills and strengths, leading to increased productivity (Dhar, 2025). For instance, individuals with autism may demonstrate intense focus and analytical skills, especially in tech-related fields.
• Stronger Company Culture: Embracing neurodiversity fosters an inclusive culture that values all employees, which can improve morale and employee engagement across the organization (Mahto, Hogan, & Sniderman, 2022).
• Talent Acquisition: Having a neurodiverse workforce can attract a wider pool of applicants and help organizations tap into underutilized talent (Bush, 2023). Companies that prioritize neurodiversity are often seen as forward-thinking employers.
• Reduced Employee Turnover: Companies that support neurodiversity often see higher retention rates (Dhar, 2025). Employees who feel valued and supported are less likely to leave the organization.

Many companies have specific strategies in place to attract and retain neurodivergent employees. For example, in 2021, Google Cloud expanded Google’s neurodivergent program by partnering with Stanford’s Neurodiversity Project (Enslin, 2021). Deloitte is “creating a better work environment for all by embracing neurodiversity”(Mahto, Hogan, & Sniderman, 2022). Well Fargo is developing “a more considerate, accommodating, skills-based hiring model” (Wells Fargo,2025). 

These are just 3 examples of neuro-affirming companies.  What they have in common in the areas of recruiting, hiring, and retaining a neurodiverse workforce are listed below. 

Recruiting

• Job Descriptions: Use clear and precise language in job descriptions.
• Diverse Outreach: Partner with organizations that support neurodiversity, such as local disability employment services or neurodiversity advocacy groups, to reach a broader candidate pool.
• Promote an Inclusive Culture: Clearly communicate your commitment to diversity and inclusion in your outreach efforts, highlighting initiatives that support neurodivergent individuals.

Hiring

• Tailored Interview Processes: Consider alternative interview formats, such as practical assessments or group interviews, to reduce anxiety around traditional interviews. Allow for flexible interview times and locations
• Structured Interviews: Use structured interviews with consistent questions to provide a level playing field and minimize bias. This helps in fairly assessing each candidate’s skills and qualifications.
• Workplace Accommodations: Be proactive in offering accommodations during the hiring process, such as providing questions in advance or enabling candidates to interview in a quieter environment.

Retaining

• Employee Resource Groups (ERGs): Establish ERGs for neurodivergent employees to create a sense of community and provide a platform for sharing experiences and support.
• Ongoing Training: Provide training for all employees on neurodiversity awareness, helping to foster understanding and acceptance within the workplace.

• Flexible Work Arrangements: Allow flexible schedules and remote work options to accommodate different working styles and preferences, which can improve job satisfaction.

• Feedback and Support: Regularly solicit feedback from neurodivergent employees about their experiences and the challenges they face. Implementing their suggestions can lead to a more inclusive environment.
• Career Development Opportunities: Offer mentorship programs and individualized career development plans to support the professional growth of neurodivergent employees.

At Insight Education Academy, we agree. Why does there need to be a specialized program? The answer is actually related to stereotypes and misconceptions of neurodiversity in the culture of the United States. Many believe that neurodiverse individuals are less capable or do not have necessary skills. Many tend to think that neurodiversity is synonymous with a lack of social skills. Often, people believe that neurodiverse individuals require excessive accommodations or that they will not be able to adapt to workplace changes.

Basically, the fear is that neurodiverse employees are difficult to manage or require special attention. Honestly, maybe those who have neurodiversity should receive special attention, but more so that others can be educated about an unconscious bias.

The children who are products of the inclusion movement based on the 2008 update of IDEA laws are just entering the workforce. It is those of us who grew up when the special education department was in a hidden corner of the school that are in need of specialized education now. Companies can implement training programs to educate employees on neurodiversity and promote understanding of different neurological conditions. Companies can encourage open discussions about neurodiversity and welcome their employees who are neurodiverse to share with others. Policies that support neurodiversity and showcase the value of a diverse workforce can promote understanding and inclusion.

Embracing the new workforce who were in inclusive classrooms now rests on the shoulders of the companies that these individuals dreamed of working for. The business world should be ready for this groundbreaking group of people who are going to change the world.

If you are a business owner, now is the time to step back, take a look at your own hiring practices and programs and take stock of necessary changes. The neurodiverse population is full of ideas, perspectives, and innovation you are going to want to incorporate.

Armstrong, T. (2010). The Power of Neurodiversity: Unleashing the Human Potential. Da Capo Press.

Bush, J. (2023, January 19). The benefits of a neurodiverse workforce. Forbes. https://www.forbes.com/councils/forbesagencycouncil/2023/01/19/the-benefits-of-a-neurodiverse-workforce/

Deloitte. (n.d.). Neurodiversity in the workplace: Business imperative and strategy. Deloitte Insights. https://www2.deloitte.com/us/en/insights/topics/talent/neurodiversity-in-the-workplace.html

Dhar, J. (2025, April 2). Unlocking the neurodiversity advantage in the workplace. Forbes. https://www.forbes.com/sites/juliadhar/2025/04/02/unlocking-the-neurodiversity-advantage-in-the-workplace/

Elliott, J., & Grigorenko, E. L. (2014). The Dyslexia Debate. Cambridge University Press.

Enslin, R. (2021, July 26). Google Cloud launches a career program for people with autism. Google Cloud Blog. https://cloud.google.com/blog/topics/inside-google-cloud/google-cloud-launches-a-career-program-for-people-with-autism

Mahto, M., Hogan, S. K., & Sniderman, B. (2022, January 18). Neurodiversity in the workplace: Business imperative and strategy.

Reid, G. (2009). Dyslexia: A Practitioner’s Handbook (4th ed.). Wiley-Blackwell.

Wells Fargo. (2025). Neurodiversity at Wells Fargo. Retrieved April 16, 2025, from https://www.wellsfargojobs.com/en/inclusion/neurodiversity/