According to the Association of Chartered Certified Accountants, granted that it is estimated between 15–20% of the population are neurodivergent, organisations have a moral responsibility to include and support neurodivergent individuals to create workplace environments where everyone’s challenges are supported and strengths are celebrated, and where neurodivergent individuals can thrive.
The business benefits for organisations that embrace neurodiversity include:
- Diverse thinking: neurodiversity brings unique viewpoints, problem-solving approaches, fresh ideas and innovative solutions.
- Increased productivity: accommodations for neurodiverse individuals enhance overall productivity.
- Talent attraction: focusing on building neuro-inclusive workplaces attracts candidates – especially Generation Z.
- Talent retention: a neuro-inclusive environment fosters loyalty and reduces turnover.
- Enhanced creativity: neurodiverse individuals often think ‘outside the box’.
- Positive workplace culture: Employees feel respected and valued, leading to better morale.
ACCA says supporting neurodivergent employees is essential for creating an inclusive workplace and does not need to be complex. Often knowing where to start can be the biggest challenge.
Organisations can approach neuro-inclusion at both an organisational and individual level. ACCA recommends that at the organisational level, the focus is on creating an environment where all can belong, where there is a clear direction on neuro-inclusion, and where policies and processes consider neuro-inclusion in their development.
At an individual level, this means a focus on the specific support an individual requires. The North Star for an organisation should be neuro-inclusive design – where possible adjustments and ways of working are part of standard practice and no longer need to be requested.
