Every Mind Matters

As organizations strive to foster supportive environments, one key area gaining overdue recognition is neurodiversity. People learn and communicate in various ways—that’s what neurodiversity is all about. It’s a term that’s been around for about 15 years, and it helps us understand that everyone’s brain works a little differently. It includes a range of conditions such as ADHD, autism spectrum disorder, dyslexia, anxiety disorders, PTSD, and traumatic brain injuries (TBI).

Estimates suggest that cognitively diverse individuals represent a significant portion of the population, with figures ranging from 15% to 20%, with cognitively diverse professionals making up an estimated 17% of the workforce (Deloitte Center for Integrated Research 2024).

Therefore, in any organization, you’re likely surrounded by colleagues who think and process information in their own unique way—and that multifaceted talent brings real value but also some challenges.

Recognizing and embracing neurological differences across all sectors is vital for fostering acceptance and innovation. Individuals who think differently often bring exceptional creativity, problem-solving abilities, and specialized focus. Research suggests that teams with neurodivergent professionals in some roles can be 30% more productive than those without them (Deloitte Insights 2022).

“Building, maintaining, and supporting a neurodiverse workforce has been shown to increase innovation, improve productivity in specific roles, increase team cohesion and empathy, and has often led to improvements in workplace processes that benefit all employees. In short, celebrating, and creating neurodiverse communities at work and beyond benefits us all in a variety of personal and professional ways," states Dr. Amanda Platner, Director of Emory Autism Center.

Traditional views of workers with different cognitive processing styles have often emphasized accommodation and compliance. But this way of thinking can unintentionally send the message that something is wrong with the employee and needs to be fixed.

Organizations and leaders should recognize their challenges without seeing them as needing extra support, since such difficulties can affect anyone, though they might be more visible in individuals with different thinking patterns.

Companies often face workplace challenges due to lacking tools, language, and frameworks for supporting cognitive diversity. Without guidelines, leaders may miss subtle impacts on team performance and well-being. Neurodiversity's effects aren't always visible but are felt in communication issues, missed opportunities, and untapped potential.

As organizations increasingly prioritize inclusivity, understanding the evolving demographics of the workforce becomes essential. Generation Z, often shortened to Gen Z, is made up of people born after 1996, according to the Pew Research Center. The U.S. Bureau of Labor Statistics projects that Gen Z will make up about 30% of the U.S workforce by 2030.

Recognizing the importance of fostering inclusivity, organizations can benefit greatly from structured learning initiatives like Managing a Neurodiverse Workplace by Emory Corporate Learning. Such courses empower teams and leaders to appreciate cognitive diversity, equipping them with strategies to support and enhance both individual and collective performance, while promoting well-being across all levels of the workforce.

Creating Environments Where Talent Excels

Establishing mentorship opportunities can provide people who think differently with guidance, support, and a clear path for professional growth. A thoughtful mentor relationship can help build confidence, reduce isolation, and foster stronger connections within the organization.
Collaborating with external organizations that specialize in various aspects of brain cognition can offer valuable insights, training, and recruitment support. These partnerships help companies stay informed on best practices and demonstrate a real commitment to creating an environment that works for all minds.
Employee Resource Groups (ERGs) create safe spaces for different thinkers to connect, share experiences, and advocate for their needs. These groups also serve as valuable feedback channels and help shape comprehensive policies that reflect the real needs of the workplace.

Flexibility That Works for Everyone

Offering adjustable workspaces and enabling remote work allows staff to tailor their environments to suit their sensory and physical needs. This flexibility can enhance focus, comfort, and productivity, and reduce stress. These can be especially beneficial for those who thrive in quieter, more controlled settings.
Designated quiet areas give team members a break from noise and stimulation, supporting those who may be sensitive to sound or distraction. This can help reduce stress and promote mental clarity throughout the day.
Adjustable lighting options allow staff members to minimize glare and lower visual strain, which can enhance comfort for employees with sensory sensitivities or migraines.
A fragrance-free policy aids in creating a more navigable office for colleagues with chemical sensitivities, asthma, or sensory processing challenges. It creates a healthier environment for everyone.

How Training Can Help Your Organization

Enhance team members’ understanding – Staff will learn how to identify common neurodivergent conditions such as ADHD, autism spectrum disorder, anxiety, and PTSD, and explore how these conditions affect workplace behavior and communication.
Equip managers with practical unifying strategies – Employees can learn tools for creating a more accessible, accommodating work environment. For instance, adapting communication methods, modifying recruitment, onboarding, and performance review processes.
Encourage innovative thinking – People with intellectual differences often bring unique perspectives and creative solutions to the workplace. Training helps organizations tap into this talent intentionally and respectfully, leveraging differences to enhance innovation and collaboration.
Reduce bias and stigma – Courses will address common myths and unconscious biases. It teaches managers how to identify and mitigate stigmas that may hinder acceptance, ensuring that team members feel seen, heard, and valued. This mindset shift fosters a psychologically safe environment where all staff can thrive.
Prepare teams for real-world scenarios – With case studies and group exercises, your staff will have the chance to apply their learning to practical problems. From designing inclusive hiring processes to resolving job conflicts, training prepares teams to respond confidently and competently.

Looking to the Future

Companies should focus on their ability to welcome and support a variety of thinkers. There are many tools available, such as training, accommodations, ERGs, and flexible spaces, which can help organizations enhance the performance of every team member. Adopting human-centered values and adapting to current challenges is essential for building a future of equity, innovation, and inclusion.

With statistics indicating that 53% of Gen Z now identify as neurodiverse, Hiren Shukla, EY's Global Neurodiversity Leader, predicted that this trend will likely continue with the next generation, Gen Alpha, potentially reaching 70% or more.

“Companies that support a cognitively diverse workforce will have a significant competitive advantage over others who don’t,” says Joshua Crafford, Vice President for Global Technology and Operations at Synchrony.

Crafford, who identifies as part of this cognitive diversity, shared that he has worked at a number of Fortune 200 companies. “At those that didn’t support neurodivergent thinking, I kept my head down and performed the duties I was assigned. At companies that supported neurodivergent thinking I was able to lean into my strengths, built and ran highly successful international departments and thrived!”

Organizations that prioritize neurodiversity can unlock the full potential of their teams, driving innovation, adaptability, and success at every level. Begin transforming your workplace today by connecting with Emory Corporate Learning to learn more about Managing a Neurodiverse Workplace program.