Why are neurodivergent job candidates overlooked despite exceptional minds?
Neurodiverse culture is a valid and valuable culture just like any other cultural group
related to disability, gender identity, or other identity. It is not as clear to me why the business
world does not value and consider us for jobs. I can imagine reasons such as communication
differences that come across in an interview, lack of professional experience due to institutional
barriers, or accommodation needs, but those are not reasons why a potential employee should
be overlooked.
Neurodivergent employees can bring increased productivity, innovation, value, and a
depth of human understanding to a company because of their cognitive differences, not in spite
of them. I am always proud to be part of the local Meetup group I co-organize in my county for
neurodivergent adults. We have so much to offer the world as well as a huge amount of
diversity within the realm of neurodiversity. Each person with autism, ADHD, or other conditions
will have a unique perspective and set of skills. I learn a lot from the community, and I feel sad
that social and vocational exclusion still happens. I have found a pattern of values such as deep
honesty, integrity, and intellectual passions among my neurodivergent peers.
It is a great disappointment that underemployment and unemployment continues in the
neurodiverse community, even for those with college degrees. My opinion is that a lot of it can
be brushed off by executives and HR professionals with corporate speak in saying someone is
not a “culture fit” for the company. That phrase says a lot, and it may be true that a
neurodivergent person might be very different socially from the existing group of employees.
Yet, a homogenous corporate culture is not going to make for the best teams. The strengths of
cognitive diversity and social diversity have value to change corporate cultures in a positive
way. Different mindsets and cognitive styles teach valuable lessons for organizations and
individual employees. I would also argue that people managers have the opportunity to become
better leaders when they work with neurodivergent direct reports. The inclusion of diverse social
and communication styles will make everyone more adaptable and effective both in the
workplace and in their personal lives.
I hope that the neurodiversity at work movement will progress and we will see more
neurodivergent employees given the opportunity to have gainful employment and even
leadership roles. It will be a positive change for corporate culture and society at large. It makes
sense for promoting organizational innovation, and it is also the right thing to do for the sake of
human dignity and equal employment opportunities.
