AskEARN | Organizational Benefits of Neurodiversity Skip to main content

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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. 

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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

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    Build a pipeline of talent that includes people with disabilities.

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

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

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    Ensure that employees with disabilities have equal opportunities for advancement.

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Organizational Benefits of Neurodiversity

Learn about the benefits of hiring neurodivergent employees.

Neurodivergent workers bring a wide array of strengths, talents and skills to benefit organizations of all sizes in all industries, just as other workers do, and can excel at many different types of jobs.

This includes (but is not limited to) artistic and creative work, technical jobs, management, hands-on work (e.g., carpentry), customer support and more. Employers may find that some of their neurodivergent workers can show strong skills in work that requires attention to detail, patterns, inferential reasoning, repetition or complex processes. Thus, employers have often sought to harness these key strengths, skills and talents by hiring neurodivergent workers in cybersecurity, data analysis and software engineering and testing.

However, neurodivergent workers can also excel at other job roles. For instance, employers may find that some neurodivergent workers thrive in jobs that focus on communications, such as social media use, design or manufacturing of new products. Other neurodivergent workers may thrive in tasks that require innovative, out-of-the-box and creative thinking. Their perspectives can help solve problems, create or improve products, and develop and support new ways of performing work and delivering services.

Organizations report that teams that include neurodivergent people are often more effective and productive (PDF) than those that do not. Neurodivergent workers may also show a greater trust and loyalty toward organizations that have workplace cultures that are inclusive and supportive and in which they can succeed.

In addition, industry research (PDF) shows that consumers prefer doing business with companies that employ people with disabilities and other people from diverse backgrounds. Many consumers are neurodivergent people themselves, and they may prefer to buy products or services from companies with workers whose backgrounds are like theirs. Other consumers may have family members or friends who are neurodivergent and have similar preferences. Thus, a workforce that represents the customer base, including neurodivergent people, can help show a business’s commitment to its community.