AskEARN | Business Benefits of Neurodiversity Skip to main content

Welcome to AskEARN’s new website. As we transition to our new site, you can still visit EARN’s previous site.

About EARN

The Employer Assistance and Resource Network on Disability Inclusion (EARN) offers information and resources to help employers recruit, hire, retain and advance people with disabilities; build inclusive workplace cultures; and meet diversity, equity, inclusion and accessibility (DEIA) goals. 

Getting Started

Start here to learn how to recruit, hire, retain and advance people with disabilities; why workplace inclusion of people with disabilities matters; and how EARN’s resources can help.

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    Phases of Employment

  • A woman in a wheelchair shakes hands with a colleague


    Build a pipeline of talent that includes people with disabilities.

  • Two men work at repairing an engine.


    Identify people who have the skills and attributes for the job.

  • A woman with a disability wearing a helmet works in a factory


    Keep talented employees with disabilities, including those who acquire them on the job.

  • A man uses sign language to communicate.


    Ensure that employees with disabilities have equal opportunities for advancement.

News & Events

EARN makes it easy to stay up-to-date on disability employment news and information. Start by subscribing to our monthly newsletter and eblasts, which will connect you to upcoming events, developing news and promising practices in the world of disability diversity and inclusion. And don’t forget to follow EARN on Facebook, Twitter and LinkedIn

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Business Benefits of Neurodiversity

Learn about the benefits of hiring neurodivergent employees.

Employers who hire neurodivergent employees note their aptitude for roles that require attention to detail, ability to detect patterns and capacity for inferential reasoning, as well as strong skills in mathematics, coding and other data-driven processes. 

Neurodivergent employees are also often lauded for exhibiting loyalty and timeliness, and for offering innovative, creative perspectives to improve policies and procedures that can increase a company’s bottom line. Employers consistently report that their neurodiverse teams prove more effective and productive than those without neurodiverse representation. Other capabilities that people with neurocognitive disabilities possess that benefit employers include:

  • Keen accuracy and ability to detect errors.
  • High levels of concentration.
  • Strong recall and detailed factual knowledge.
  • Reliability and persistence.
  • Technical strengths.
  • Appreciation for routine/repetition.

While neurodiversity hiring programs are often known to seek out employees that prefer technological duties such as software engineering or tech operations, or repetitive tasks, such as data-entry or filing, there are a wide variety of jobs and responsibilities that neurodiverse employees can perform. These include (but are certainly not limited to) product management, human resources, banking and customer service.

In addition, research has shown that consumers prefer doing business with companies that employ people with disabilities. Given the high percentage of neurodivergence within the average customer base, having people on staff that represent the communities a company serves demonstrates thoughtfulness and good customer service.