On 7th November, TrainingIndustry.com published an insightful article on “The Business Imperative of DEI” and how inclusion drives organisational success. The piece presented a strong case for how diversity, equity, and inclusion (DEI) efforts can fuel positive business outcomes, from increased employee engagement to heightened innovation. While TrainingIndustry.com highlighted the broad value of DEI, it would be good to expand this conversation to include neurodiversity, an area often left out of traditional DEI frameworks.
According to a 2020 study by Harvard Business Review, only 4% of DEI initiatives included disability, with an even smaller portion focusing on neurodivergence, which encompasses conditions such as ADHD, autism spectrum disorder (ASD), dyslexia, and dyspraxia. This lack of attention to neurodiversity means that many organisations are missing an opportunity to create truly inclusive workplaces. Neurodivergent employees bring distinct strengths and perspectives, yet without targeted DEI efforts, these contributions may remain underutilised or overlooked.
Aligning with the original article’s message, it’s vital to acknowledge that the benefits of DEI also apply to neurodivergent employees. Individuals with ADHD, for example, often demonstrate high levels of creativity, problem-solving abilities, and adaptability, qualities that enhance innovation and team resilience. However, these strengths may go unrecognised in workplaces where neurodivergent needs and talents are not actively supported. By embracing neuroaffirming practices, which focus on respecting and supporting neurodivergent ways of thinking and working, organisations can create environments where neurodivergent employees can fully thrive.
As the article emphasised, inclusive DEI practices enhance organisational success by enabling all employees to contribute meaningfully. Ensuring greater including of neurodivergent individuals in these DEI initiatives not only aligns with this mission but also upholds legal and ethical standards for fairness and equity. By embedding neurodivergence into DEI frameworks and adopting neuroaffirming practices, organisations can unlock the full potential of cognitive diversity, driving innovation, fostering engagement, and creating a more inclusive workplace for everyone.