Competitive Advantages of Hiring Neurodiverse Employees for Organisations

Empirical Research Studies have shown that;

  • Neurodiverse teams have been found to be approximately 30% more effective (Austin & Pisano, 2017).
  • Individuals on the Autism Spectrum have been found to be skilled in information processing, and visual perception, demonstrating greater precision and technical ability at work (Baldwin, Costley & Warren, 2014; DeSchipper et al., 2016).
  • Employees on the Autism Spectrum have been shown to have greater job-retention (Howlin et al., 2005), trustworthiness, and score higher in reliability, and integrity.
  • Individuals on the Autism Spectrum have been found to have greater attention to detail, and lower absenteeism (Hagner & Cooney, 2005, Hillier et al., 2007).
  • Neurodiverse employees including those on the Autism Spectrum, tend to be innovative thinkers and as such present a clear advantage in today’s competitive market (Austin & Pisano, 2017).
  • Inclusion of neurodiverse employees has been found to increase overall morale and productivity in the workplace (Nelson, 2018).
  • In organisations implementing a ‘buddy system’ i.e. where employees can engage in volunteering, e.g. acting as “buddy” or mentor to a colleague with a disability; profitability can go up 16%, productivity 18%, and customer loyalty 12% (Harvard Business Review).
  • Employees on the Autism Spectrum have been found to have greater work ethic and work quality (Scott et. al., 2017).
  • Employees on the Autism Spectrum have been shown to demonstrate a greater ability to maintain attention and accuracy over time when completing repetitive tasks (DeSchipper et al., 2016).