Is neurodiversity accepted in the tech industry or not?

Welcome to our Neurodiversity in Tech Blog

We're thrilled to have you join us and be a part of the conversation surrounding neurodiversity in the tech industry. So, let's get started.



At least one in fifteen people are Neurodivergent

Neurodiversity refers to the idea that neurological differences, such as autism and ADHD, should be accepted and appreciated as a variation of human diversity, rather than a disorder or deficit that needs to be remedied

Many individuals who fall under the category of neurodivergent have exceptional skills and abilities that are valuable within a tech workplace. Unfortunately, many businesses overlook the benefits of neurodiversity and fail to create an inclusive work environment that fosters growth and innovation. However, there has been a noticeable shift towards the acceptance of neurodiversity in some high-tech businesses and higher education settings.

This lack of understanding and acceptance not only limits the potential of neurodivergent individuals but also prevents companies from tapping into a diverse range of talents and perspectives that can drive success.

However, some organisations have recognised the importance of neurodiversity and have embraced it in their hiring practices. These organisations understand that every individual has unique strengths and weaknesses, and they actively seek out neurodivergent individuals to diversify their talent pool and enhance their ability to innovate and solve complex problems

Let’s dive into them, shall we?

Microsoft’s Autism Program was launched with the belief that traditional recruiting doesn’t allow individuals who are neurodiverse to demonstrate their strengths and qualifications. 

Goldman Sachs' dedication to supporting neurodivergent workers has gained global acclaim. The company's Neurodiversity Hiring Initiative, which started in 2019, is aimed at assisting candidates in recognizing their worth and potential contributions not only at Goldman Sachs but also throughout the business sector.

Freddie Mac is taking significant steps in promoting inclusivity within the workforce, through its ground breaking Autism Internship Program. This initiative strives to combine the diverse abilities of neurodivergent individuals with specific business requirements and a conducive workspace that fosters unwavering support.

By creating a Neurodiversity-Smart HR framework, organisations can develop effective strategies for recruitment, selection, onboarding, training, career development and retention, which are inclusive and supportive of neurodivergent individuals.

Let us look at some statistics from our report providing accommodations and support, such as flexible work arrangements, sensory-friendly workplaces, and specialised training programs. In this pandemic era, working remotely has become a crucial benefit that job seekers seek.

Our report shows that 28% of job seekers prioritise flexible work arrangements when choosing their career path. This type of initiative is beneficial for underrepresented groups who seek equal opportunities and helps to bridge the diversity gap in companies. Shockingly, over one-third of workers do not have a personal development plan set up for themselves. Thus, it is crucial to create a supportive work culture that values transparent communication as it will protect employees from burnout while offering a clear pathway for promotion based on merit alone, rather than favouritism towards certain individuals because they are preferred by management.

It is important to keep in mind that your workforce is your most valuable investment asset and creating robust PDPs can ensure positive employment outcomes while significantly minimising ambiguity within job responsibilities. Need more tips on offering the right support, motivation, and culture to keep your employees within the organisation? Fantastic! Click here for a FREE report to help your business attract talent, retain staff & recruiting the right way.