Neurodiversity Embraced by Fortune 500 Companies

By Dr. Donna Satterlee & Patricia Goslee, EdD

Cultural diversity in the past did not exist in the workplace. Some interviewers prefer to hire new prospects that resemble those already employed. However, with that approach, divergent thought processes were not encouraged, and business missed opportunities for innovation. Peaceful change in corporate America began when someone realized that incredible opportunities arose by hiring people who displayed neurodivergent characteristics such as those who may be on the autism spectrum. These individuals may be a savant in some areas, but lack competence in typical skills such as intercommunication. Planning for equity, diversity and inclusion for those who deviate from the normal bell curve, is a positive direction for innovation and for society as a whole.

In the education arena, equity in education, student diversity and reflective practice takes on a new face as we transition into Corporate America. Millennials are considered the most traditionally diverse generation in history (Smith, 2015). The research further shares through a study that millennials are more focused with cognitive diversity or diversity of thoughts, ideas and remedies involving workplace problems through a culture of collaboration. Millennials are leaders interested in forming teams, allowing everyone to voice their opinion and capitalize on a variety of perspectives in efforts to create a stronger business impact (Smith,2015).

Individuals diagnosed with Autism Spectrum disorder (ASD) have a developmental differing ability caused by differences in the brain. Researchers believe that there are many causes that interact together changing the way people develop (Centers for Disease Control). Individuals with ASD learn, communicate and behave. Some individuals on the spectrum may be savants, such as in mathematical achievement or computer engineering. Others on the spectrum have a different perspective of the world, such as Temple Grandin, who processed in pictures, was extremely sensitive, was detail oriented which made a huge difference in the cattle industry (Grandin, 2013).

Individuals vary on the spectrum from those who are able to hold intellectual conversations to those who are nonverbal. Some persons require a lot of support navigating throughout their lives and others require little to no support at all. The onset of ASD can begin before the age of 3 years old and can last a lifetime. Early intervention strategies can allow symptoms to improve overtime. Some persons show symptoms within the first year, others show symptoms within the first two years. Some people are delayed in meeting developmental milestones. Something may prevent them from gaining skills and even lose the ones they have learned (Centers for Disease Control).

For several years, many companies have embraced and implemented the idea to engage an environment being inclusive of neurodiversity teams. These teams are compiled of seventy-five percent of individuals who are on the Autism spectrum. The benefits of this study have proven to be effective, and now more companies are adopting this as a hiring method. Project managers are now implementing teams that consist of persons who are neurodiverse and neurotypical (Harvard Business Review, 2022).

Researchers in the United States are estimating that between 700,000 and 1 million students will turn 18 years old within the next 10 years who are diagnosed on the autism spectrum and other researchers believe that 70%-90% of adults on the autism spectrum are unemployed. Researchers further state that 2.8% of the global employable population which impacts 191 million people are diagnosed with Attention Deficit Hyperactivity Disorder are 11 times more likely to be unemployed and 61% are more likely to lose a job (Harvard Business Review, 2022). Another important psychological outcome is the need for teaching self-efficacy. Self-efficacy is defined as a general belief in one’s own ability to execute the tasks required by one’s job (Journal of Teacher Education, 2018). This skill is extremely important to students with disabilities. Self-Efficacy is the intrinsic motivator that individuals with disabilities will need to remain successful while in the work environment. Additional resources may include a job coach to assist with clarification as needed.

This method of bringing Peace to the world is a way to embrace a climate that is inclusive and reflective. Companies are viewing individuals with disabilities as people who are differently abled rather than disabled (BNY Mellon Enterprise, 2021). This renewed mindset allows individuals who have been prepared in secondary transition programs an opportunity to showcase their gifts, talents and skills in order to provide for themselves.

References:

• Bernick, M. (2022). Is your company inclusive of neurodivergent employees. Harvard Business Review.
• Celebrating Neurodiversity: BNY Mellon Enterprise ESG Report 2021
• Center for Disease Control and Prevention: Autism Research and Resources from CDC
• Grandin, T., Panek, R. (2013) The Autistic Brain: Thinking Across the Spectrum, Houghton Mifflin Harcourt, Boston, Massachusetts.
• Gudentag, T., Hornczyk, G., & Tatar, M. (2018). Teacher approaches toward cultural diversity. Related burnout and self-efficacy. Journal of Teacher Education 69(4), 408-419.
• Smith, C. (2015). The radical transformation of diversity and inclusion. The Millennial Influence, 5-22.