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Many people with these disorders have higher-than-average abilities research shows that some conditions, including autism and dyslexia, can bestow special skills in pattern recognition, memory, or mathematics. And although corporate programs have so far focused primarily on autistic people, it should be possible to extend them to people affected by dyspraxia (a neurologically based physical disorder), dyslexia, ADHD, social anxiety disorders, and other conditions. The incidence of autism in the United States is now 1 in 42 among boys and 1 in 189 among girls, according to the Centers for Disease Control and Prevention. He is representative of participants in the programs of pioneering companies that have begun seeking out “neurodiverse” talent.Ī lot of people are like John. “John” is a composite of people whose privacy we wanted to protect-people with autism spectrum disorder. Although his assigned workplace “buddy” has finally persuaded him to do so, he doesn’t enjoy them.
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He is hardworking and never wants to take breaks. When they’re tight, though, John is the department’s most productive employee. He leans over every 10 minutes or so to tighten his shoelaces he can’t concentrate when they’re loose. He wears headphones all the time, and when people talk to him, he doesn’t look right at them. If you watched John for a while, you’d start to see why. But he couldn’t make it through the hiring process. Other companies he had talked with badly needed the skills he possessed. Before John ran across a firm that had begun experimenting with alternative approaches to talent, he was unemployed for more than two years. An obvious guy for a tech company to scoop up, right? His CV features two master’s degrees, both with honors.
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His combination of mathematical ability and software development skill is highly unusual. The work for managers will be harder, but the payoff to companies will be considerable: access to more of their employees’ talents, along with diverse perspectives that will help them compete.