Article
Harvard Business Review

Neurodiversity as a Competitive Advantage

By: Robert D. Austin and Gary P. Pisano

Format:Print

Abstract

Many people with neurological conditions such as autism spectrum disorder and dyslexia have extraordinary skills, including those in pattern recognition, memory, and mathematics. Yet they often struggle to fit the profiles sought by employers. A growing number of companies, including SAP, Hewlett Packard Enterprise, and Microsoft, have reformed their HR processes in order to access neurodiverse talent—and are seeing productivity gains, quality improvement, boosts in innovative capabilities, and increased employee engagement as a result. The programs vary but have seven major elements in common. Companies should 1) team with governments or nonprofits experienced in working with people with disabilities, 2) use noninterview assessment processes, 3) train other workers and managers in what to expect, 4) set up a support system, 5) tailor methods for managing careers, 6) scale the program, 7) mainstream the program. The work for managers will be harder, but the payoff to companies will be considerable: access to more of their employees’ talents, along with diverse perspectives that will help them compete.