Neurodiversity refers to the variation in humans’ neurocognitive functioning. Simply put, we all think differently. Now the term ‘neurodiversity’ is also being used to describe an emerging aspect of workplace diversity and inclusion, referring to people with alternative thinking styles such as autistic people, dyslexic people, and ADHDers.

Greater awareness of certain neurodiverse conditions has come from higher diagnostic rates, improved understanding of their prevalence, and the visibility and openness of neurodiverse celebrities.

However, neurodiverse individuals have been largely overlooked as a talent pool by employers, who tend to focus on the challenges of conditions. Forward-thinking organisations – some actively recruiting people with neurodiverse conditions – have spotted the advantages of different ways of thinking. If someone can find a unique way to solve a problem, identify patterns quickly, or visualise future scenarios, would your organisation have a competitive advantage?

HR has an important role to play to ensure people management approaches are inclusive and that individual support is given to assist people in reaching their potential. But what we’re hearing from employers is that many of the workplace adjustments they’ve made actually benefit everyone. Who wouldn’t want clear communication, a quiet room to work in when needed, or a more navigable, visual intranet?

The CIPD and Uptimize are producing an employer guide on supporting neurodiversity at work, to be published this Autumn.