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Impacts Businesses

How Neurodiversity

Slide 1

Impacts Businesses

How Neurodiversity

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Up to 60% of neurodiverse individuals remain unemployed in the workforce and yet they are mostly an untapped, highly effective and productive resource when tasked in the right way.


New Zealand does not collect data on employment of the different neurodiversity’s, however research from The Centre for Neurodiversity and Employment Innovation at University of Connecticut tells us unemployment for Neurodiverse runs at least as high as 30-40% which is (reference):
● 3x the rate for people with disabilities
● 8x the rate for people without disabilities

In New York in 2019 a ‘whopping 85% of college grads affected by autism are unemployed, compared to the national unemployment rate of 4.5%’ (reference).

Under Employment

Sadly, many of those with strong neurodiverse traits i.e., autism, ADHD, ADD, Dyslexia (to name only a few) can also end up in roles well below their knowledge and abilities with many stacking shelves in shops and supermarkets.

This unfortunate outcome can be due to how they write their resumes through to how they present differently at job interviews. Many managers look to hire people like themselves, who they might deem easier to ‘fit’ with the managers ‘ideal’ of a staff member.

Recruiting staff in this way can limit the pool of available people who might apply for a job, but more importantly it means the team is made up of like-minded people who think the same way – group think doesn’t deliver the best outcomes for the business.

Diversity of thought has been proven to deliver better outcomes.

Programme backed by International Research

Well managed, Neurodiverse teams can do more, in less time for less cost

Source: Juliet Bourke, Which Two Heads Are Better Than One? How Diverse Teams Create Breakthrough Ideas Make Smarter Decisions
(Australian Institute of Company Directors, 2016)

In 2018 Executive Director & Head of Autism at Work JPMorgan Chase told Fortune:

“People on the spectrum are highly focused and less distracted by social interactions. Our autistic employees achieve, on average, 48% to 140% more work than their typical colleagues, depending on the roles”.

TheBig Fivereasons to educate your business on Neurodiversity

  1. Increase talent pool with higher calibre candidates during perceived skills shortage compounded by with the ‘Great resignation’
  2. Build more cohesive, innovative and productive teams who ‘get’ themselves, their colleagues, customers and carers
  3. Improve mental health and wellbeing for employees and customers
  4. Become a New Zealand Neurodiverse employer of choice by leading neurodiversity into the Diversity, Equity & Inclusion conversation in New Zealand – this is huge!

Benefit of the above is to increase revenue, improve customer satisfaction, while returning greater profit to shareholders

However, what that creates is homogeneous teams with group thinking, who will not lead to engaged, innovative and more productive teams and businesses.

Neurodiversity delivers a competitive advantage to businesses that embrace it but embracing it takes education and behaviour change.

Thinking Out-of-the-Box

Organisations are desperately looking for innovators, people who are able to produce more and better, and people who think differently. In other words, neurodiverse people. It stands to reason that if you want out-of-the-box thinking, you need out-of-the-box thinkers – individuals who are wired that way, not simply pretending!

Globally, those companies that have positively recruited neurodiverse staff have had immense success. Companies like Apple, Microsoft, IBM, Deloitte, JPMorgan and Goldman Sachs and others are all actively recruiting neurodiverse individuals within their teams. In fact, they have been doing so for decades in order to gain an innovative, creative and competitive edge and thereby earning a reputation as market leaders.

Thinking over Personality

DivergenThinking can assist your business to build a sustainable programme and improve outcomes for four key stakeholder groups:
  1. Neurodiverse Leaders
  2. Neurodiverse Teams
  3. Neurodiverse Employees
  4. Neurodiverse Customers

We do this with our Neurodiversity Framework, education and consultancy.

In order to help the Neurodiverse, we understand that we need to help everyone understand how different brains are wired to maximise their strengths thereby creating high performing individuals and teams.  We have also come to the realisation that without psychological safety, acceptance, inclusion and being valued by employers, we are fighting a losing battle of maintaining mental wellness.

  • Need creative thinking? Then find out a dyslexic person
  • Need big picture thinking? You need someone with ADHD
  • Need calm in the face of adversity? Look for the person showing calm ADD
  • Need critical thinkers? The well managed anxious brain is your go-to
  • Need to focus on the facts, the figures and the analytics? Then you’ll want someone with an autistic brain.
  • Need precision and accuracy in a new role? Employ someone with OCD.

neurodiverse thinkers

Like to help?

We are always on the look out for other ways we can spread our message. If you think you can help, please get in touch.