As an organisation’s most valuable assets, employees should always feel supported, included and respected at work. In today’s world, that also means considering all aspects of neurological differences across your team, including neurotypical and neurodivergent employees.

This consideration of neurodiversity in the tech industry means many businesses are already experiencing the positive impacts. The more we learn about the strengths of neurodivergent minds and the abilities of neurodiverse teams, specifically within this industry, the better we can benefit from the full spectrum of talent.

In celebration of Neurodiversity Week, this article explores its definition, impact on the tech industry, and why supporting and embracing a neurodiverse culture is one of the most powerful things an organisation can do.

What is neurodiversity?

‘Neurodiversity’ is an umbrella term covering the many variations of human cognition and how the human brain works, including our sensory processing, focus, and motor abilities. Neurodiversity is broad and includes both neurotypical and neurodivergent people, including those with neurological differences, such as autism, attention deficit hyperactivity disorder (ADHD), and dyslexia.

In Australia, an estimated 11% of employees are neurodivergent, as well as many other people who aren’t able to work for various reasons. For employers and organisations, this means there is a good chance that they already have a neurodiverse workforce, or likely will in the future. So, being able to offer an inclusive, equitable, and supportive workplace that harnesses the strengths of each individual is key.

Neurodiversity in tech: the landscape today

As leaders in innovation, the tech industry is often at the forefront of efficient and forward-thinking workplaces. Unsurprisingly, it has already earned a reputation for being one of the most supportive and inclusive industries for neurodiverse teams. Just as there are many specialisations in tech, many types of people work in tech, bringing with them a broad range of experiences, skills, and ways of thinking. Harnessing this has been the key to many tech companies’ success.

Silicon Valley, the global centre for tech and innovation, is already recognised for its encouragement of neurodiverse teams and a large population of neurodivergent minds who bring a wealth of benefits to the industry. One example, Hewlett Packard, reported that having a neurodiverse team made it 30% more productive than a solely neurotypical one.

Several Australian tech companies also promote neurodivergent hiring initiatives, including IBM, SAP, and DXC Technology. These industry leaders have embraced neurodiversity in tech, and are realising the many benefits of this varied workforce.

Why is neurodiversity important in tech?

Encouraging neurological differences in the workplace is increasingly important, especially for creating an equitable and supportive work environment. For the tech industry specifically, though, the benefits that neurodiversity offers can be even more impactful.

Different perspectives

Having many unique perspectives in a workplace is beneficial, especially when they come from a neurodiverse team. Increased creativity, more empathy, and a better ability to problem-solve are just a few ways that you can leverage these different perspectives and ways of thinking to improve your tech business.

Cognitive strengths

Hiring employees with neurological differences, such as ADHD or autism, can provide your business with a number of unique strengths. All neurodivergent people are different, but some may bring skills in pattern recognition, creativity, memory, and mathematics, all of which are helpful in tech.

Accessible products and services

With a neurodiverse team creating and innovating within a tech company, you will better understand your customers’ different needs and be able to act on any opportunities or barriers a neurodiverse audience faces. This accessibility is key in boosting a business’s visibility and impact.

Inclusive and supportive workplace

Ensuring that everyone feels comfortable, respected, and included at work is imperative, including neurodivergent people and other groups that require support. Creating a workplace that considers everyone’s unique abilities fosters a genuine culture of equity and inclusion, and makes people feel more comfortable about sharing ideas and opinions.

How to create an inclusive culture for neurodivergent people

Championing a neurodiverse culture in tech extends beyond the initial hiring of neurodivergent people. To ensure that neurodivergent employees feel supported, respected, and actively included in the work environment, consider these strategies:

1. Understand the individual

There are many different types of neurodivergence, and within each type, there are many unique presentations and experiences. Try to avoid painting your neurodivergent employees with the same brush. Instead, communicate with them one-on-one in a format they are comfortable with to understand them better as an individual.

2. Make reasonable accommodations

A simple adjustment to environments or processes can be hugely helpful to neurodivergent employees and allow them to work more efficiently and comfortably. These can include flexible start times, allocating them to a permanent desk, and encouraging the use of noise-cancelling headphones or other sensory sensitivity support.

3. Educate your team

Creating an inclusive culture means ensuring your entire team understands neurodiversity and what it means to have a neurodiverse team. Provide free resources, deliver training, and encourage people to ask questions to support the neurodivergent people in your team.

4. Share stories

Encourage members of your team to share stories about their personal experiences with diversity, including neurodivergence, disability and more. By creating a safe space where people feel comfortable to talk about their needs and experiences, you will encourage others to do the same.

5. Review your systems

Many businesses, including those in the tech industry, rely on systems and processes that are aimed at neurotypical people. Ensure that your operations are more accessible to a neurodiverse workforce by reviewing things like employment policies, performance management metrics, and recruitment processes.

6. Have regular check-ins

Continue working to improve an understanding of neurodiversity and how best to support it in the workplace. Identify gaps in awareness and provide training, keep an open line of communication with neurodivergent employees, and ask about any changes in accommodations so everyone feels supported.

As our understanding of neurodiversity is always evolving, so should our approach. However, there are a range of resources and tools available for creating inclusive workplaces for neurodivergent people that can help. 

Emanate Technology is here to support, with a team of tech recruiters who understand the unique needs of our industry. Reach out to our team to connect with our experts or explore more of our workforce insights in News & Tips.