The Business Case
Companies that lead in Deaf, Disabled, and/or Neurodivergent (DDN) inclusion are 25% more likely to outperform on productivity. Research from EY suggests that neurodiverse teams can be 30% more productive when their strengths are recognised and supported, JP Morgan Chase have seen rises in productivity of 50-90%. Studies elsewhere have found productivity rates as high as 145% in autistic talent.
Productivity:
Inclusive leaders realise 1.6% more revenue, 2.6x more net income, and 3x more economic profit than their direct competitors. 31% of HR leaders think neurodivergent employees have made their businesses more profitable.
Profitability:
Focusing on neuro-inclusion gives businesses access to new talent pools and new opportunities for existing talent pools, and reduced turnover of top performers. One study found, when their neurodivergent staff were properly supported, they had a 92% retention rate.
Talent:
A neurodiverse team improves the quality of decision making, bolsters innovation, enhances problem-solving, and is more likely to generate a wider range of ideas and avoid cognitive bias.
Diversity of Thought:
Companies with better understanding of differences and the different ways in which we all communicate and process information are more likely to meet the needs of different customers and audiences, as well as solidify relationships and boost the company brand.
Reaching Audiences:
Having neuro-inclusivity as a gold standard within your business rather than an afterthought ensures psychological safety for everyone, including those without a diagnosis, those unaware that they are neurodivergent, and also your neurotypical workforce – everyone, regardless of neurotype, has access needs.
Wellbeing:
Companies committed to diversity are 75% more likely to report a pro-teamwork culture and benefit from professional attributes such as job appreciation, high work attendance rates, and company loyalty.
Happier Workplaces:
Neuro-inclusivity: the right thing to do, an evidenced competitive advantage - but also your legal obligation under The Equality Act (2010). Fostering truly and systemic neuro-inclusive practices protect you and your team.
The Law:
