Hiring Neurodiverse Talent: Why It Matters

Hiring neurodiverse talent matters now more than ever as workplaces look to embrace a wider range of skills, perspectives, and ways of thinking. With growing awareness around neurodiversity, employers have a real opportunity to improve inclusion, unlock unique strengths, and build teams that reflect the diversity of the world we live in. By focusing on hiring neurodiverse talent, you not only meet your legal and social responsibilities but also strengthen your business for the future.

With a record increase in the number of workers with autism, business blogger Rory Giddings, writing exclusively for human resources consultancy Purple HR, looks at why employers need to do more to hire neurodiverse staff.

More common than you think

Neurodiversity is a topic which has gained traction in the public eye in recent years.

Thanks to increased media coverage and research, more of us are becoming aware of how different we are from one another, and how unique the brain continues to be in its perception of the world.

A big part of this renewed outlook is due to the familiarity it holds in many of our own lives.

The official figure, quoted by the British Medical Association that around 700,000 people in the UK have autism, equates to roughly one in 100 people.

Given that recent research suggests that the number could be significantly higher, due to the potential for underdiagnosis in adults, it is likely that at some point in our working lives we would have encountered someone on the spectrum – and may well have been none the wiser.

This is particularly the case for autistic adults, who believe displaying their symptoms will lead to ridicule from colleagues.

Mannerisms and masking

These traits can manifest in several forms, such as a lack of energy for pointless conversation, avoidance of eye contact, repetitive behaviours or mannerisms and sensory issues primarily around light and sound.

Many can struggle to interpret body language, facial expressions, and tone of voice, which can often lead to miscommunications and perceived rudeness.

It is no wonder then, that many engage in ‘masking’, suppressing such traits to conceal themselves from unwanted attention, appearing to others as non-autistic.

While this may be effective, it often leads to burnout and exhaustion from having to play someone else.

Common people?

According to a 2023 study at the University College London, the number of autistic people in England could be twice as high as previously thought.

One in seven of us in the UK is now estimated to be neurodivergent and, thankfully, there is far better understanding in workplaces about people who think and act differently.

In research by Birkbeck, University of London, neurodivergent employees reported remarkable abilities and work strengths: over 80% reported hyperfocus, 78% creativity, 75% innovative thinking, 71% detail processing and 64% people being authentic at work. By the same token, these ‘superpowers’ are what neurodivergent entrepreneurs, company directors and aspiring business owners and employees benefit from.

“There’s no reason for people not to know”

Many future employees will carry autistic traits and should be supported in the workplace.

After all, the number of under 18s referred to Child and Adolescent Mental Health Services (CAMHS) has risen by 53% since 2019, and had escalated to 1.24 million in 2022, according to data from NHS Digital; a record number of referrals emphasised the need for mental health support for young people.

But when they arrive at the workplace in the coming years, will the surrounding sphere be any different?

The social stigma around neurodiversity is undeniably one that pervades, though it has begun to shed its skin thanks to several depictions in the media alongside well-known figures speaking of their own experiences and shedding light on the difficulties they’ve faced.

Shunned and celebrated

In television, the condition has been depicted in shows like The Big Bang Theory and Atypical in a mostly positive light, treading a subtle line between entertainment and well-intentioned honesty.

But the condition continues to extract controversy, with USA’s health secretary Robert F Kennedy stating that autism is, in his own words, a “preventable disease”.

Musk, a high-profile advisor to President Trump, has been observed displaying neurodivergent traits and openly admitted in 2021 during an appearance on Saturday Night Live that he suffers from Asperger’s syndrome.

He joked about his condition, saying “I won’t make a lot of eye contact with the cast tonight. But don’t worry, I’m pretty good at running ‘human’ in emulation mode”.

Revisions to the Diagnostic and Statistical Manual of Mental Disorders mean that Asperger’s is no longer considered a separate diagnosis but a form of autism itself.

One wonders then, how individuals like Musk feel about upsetting “disease” comments – as the world’s richest person, he is in an influential position to bang the drum for neurodiversity in the workplace.

Future workforce

Ultimately, it is vital that we continue to support prominent figures and those in the public eye confident enough to disclose their condition.

By doing so, we promote further discussion and open-mindedness around neurodiversity in the workplace.

Which matters because there are 34 million of us employed in the UK and, given the well- documented prevalence of autism, there will come a time soon, if not now, when employers will need to draw up the superpowers of staff who are unable to tick all the boxes but have so much to give with the right support and adjustments.

Do you have workplace policy covering equality, diversity and inclusion, where every employee is valued as an individual?

If not, or you are uncertain of your company or organisation’s legal obligations regarding equal opportunities, Purple HR can provide guidance.

Purple HR, based in Dorset, provides cost-effective and customised outsourced HR solutions to small and medium-sized businesses.