Neurodiversity and tech: a win-win equation

What are the wide-ranging benefits of hiring neurodivergent employees and how can employers attract talent from this mostly untapped source?

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Companies have long known the benefits of diverse voices at the table, but it is only over the last decade that their talent policies have looked at hiring neurodivergent people.

The term "neurodiversity" was coined by sociologist Judy Singer in the late 1990s. Today, it refers to a social movement to ensure that individuals with neurological differences such as autism spectrum disorder, ADHD, and learning disorders are treated as equal members of society.

Neurodivergent applicants may not meet the criteria employers traditionally look for in a candidate such as academic qualifications, clear communication, strong social skills, and the ability to adapt to change easily. This means they often don’t make it through standard recruitment processes. To illustrate, unemployment figures that tend to run higher amongst differently-abled people can be even more so amongst autistic adults.

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