Empowering neurodivergent talent starts from the ground up

With an estimated one in five corporate employeesidentifying as neurodivergent, the case for supporting diverse minds and perspectives has never been in more demand. As organizations increasingly value innovation and fresh ideas, bringing in expertise — from existing neurodivergent employees to external resources such as benefit brokers — presents a unique opportunity to lead the charge in redesigning inclusive, impactful benefits.

Empowering neurodivergent employees requires a fundamental shift in how companies approach workplace inclusion. These employees contribute different ways of thinking, moving, behaving, visualizing, communicating and processing sensory stimuli and emotions in the workplace.

Flexible work arrangements, mental health reimbursements and tailored support programs aren't just perks – they're pathways to unlocking the full potential of neurodivergent employees. By championing these practices, HR leaders and brokers can guide companies in fostering a culture that attracts top neurodivergent talent, drives engagement and enhances productivity across the board. 

As companies recognize the importance of neurodiversity, they cannot just rely on internal resources, but must look to others for guidance in adopting inclusive practices. By doing so, they can leverage the strengths of neurodivergent employees who may think, move, behave and communicate differently.

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The result is a workforce with unique skills and abilities that can creatively solve problems and complete tasks. For example, a Deloitte report found that teams with neurodivergent professionals in certain roles can be 30% more productive than those without them.

To fully support neurodivergent employees, companies must offer concrete benefits, embedded in their HR policies and practices, that foster a supportive and engaged workplace culture. For instance, flexible work policies and differentwork arrangements can accommodate employees who need quieter environments or flexible hours to perform their best. 

There is no one-size-fits-all approach to how people work best – regardless of whether or not they are neurodivergent. Allowing for accommodations and giving employees the option to decide how they work best is the most inclusive approach and better positions teams for success. Quiet workspaces or noise-canceling technology might work for employees who experience sensory overload, while for others taking regular breaks for activity throughout the day might aid their concentration.

For organizations unsure where to start or how to implement these benefits and policies, external professionals such as benefits brokers and advisers can be a useful resource because of their experience in the HR and benefits field.

Enhancing employee benefits, such as wellness reimbursements and better insurance coverage, also contributes to employee retention and productivity and can be especially impactful for neurodivergent workers. Many specialized mental health clinicians have limited availability, which leads to long wait times for appointments and may require individuals to travel further or look out-of-network. Allowing for ample personal leave or offering options like no- or low-cost virtual counseling, stress reduction apps and online courses focused on anxiety management can go a long way to supporting all employees.

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Education also can go a long way in creating a workplace environment conducive to neurodivergent employees. Studies show that 6 out of 10 neurodivergent individuals have experienced stigma or felt misunderstood at some point in their careers. By offering training programs that teach leaders and employees about neurodiversity, companies can reduce the stigma that neurodivergent individuals face. This ultimately creates a more supportive environment where all employees can be authentically themselves.

Leadership actions and company-wide practices also have a role to play in supporting neurodivergent employees. Some workplace practices that are seen as the norm may be designed without neurodivergent employees' needs in mind: but if we recognize them, we can adapt. For example, Aquent Studios, a division of the global work solutions company Aquent, has created specific team agreements for its employees that lessen the stigma around certain practices. They include not requiring videos on during meetings; encouraging the use of the "raise hand" feature; and granting the option for employees to determine when and how they are best reached. This could look like setting a status that says "Available by email today. No instant messages, please." 

Mentorship programs are another effective way to offer structured guidance and learning opportunities. In a recent survey, 68% of employees reported being unfamiliar with neurodiversity and only 14% had received any form of training on managing neurodivergent employees. Pairing neurodivergent employees with trained mentors or peer buddies who understand their needs and workplace dynamics provides structured support, guidance and networking opportunities for both mentor and mentee. For employees, creating employee resource groups tailored to topics such as neurodiversity provides a safe space for employees to connect, share experiences and advocate for themselves. 

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In writing this commentary, we felt it was important to share recommendations informed by neurodivergent employees and their experiences firsthand. Co-author Agata is a neurodivergent employee at Aquent whose diagnosis came later in life like many neurodivergent women. At first, she hesitated to disclose her neurodivergence, knowing it could be seen negatively. Disclosure isn't always the right option. But, being part of our neurodiversity ERG has been transformative. It offers a sense of belonging and connection. 

Aquent also provides other resources, for greater support. For one, we can access an external coach, through our Learning Services department, which specializes in neurodivergent professionals, the gifted or twice exceptional, and even those who aren't neurodivergent but seek help with their executive functioning. By recognizing and celebrating neurodiversity, Aquent makes it easier to advocate for Agata, whether requesting adjustments to her schedule or sharing experience with peers. She is more authentically herself at work, which means she can more fully tap into her potential. Small accommodations can make a big impact, and she hopes to see more companies enact similar practices and policies.

Recommending inclusive benefits — such as flexible work arrangements, mental health programs and mentorship initiatives — is always a winning strategy. Companies that lean on the voices of neurodivergent employees and experience of benefits brokers and other organizations that are similarly invested in the work will emerge as leaders in workplace inclusivity. When employees feel supported and understood, they perform at their best, building a stronger, more innovative organization. By advocating for neurodiversity-focused benefits, organizations not only retain top talent but also foster a culture of empathy, productivity and success for the entire workforce.