MIT Sloan Management Review Article on Helping Neurodivergent Employees Succeed

How welcoming is your organization to neurodivergent employees, and how successful is it at engaging them effectively in the workplace? When it comes to hiring, management, and retention in the workplace, individuals with differences such as autism, dyslexia, or Tourette syndrome are often discounted by employers, to the detriment of the individuals and employers alike.

Neurodiversity recognizes that “there is no single way for a brain to be normal” and that these differences benefit organizations and society at large.1 Conditions such as ADHD, autism, dyspraxia, dyslexia, dyscalculia, and Tourette syndrome may all be placed under the banner of neurodiversity, but neurodivergent individuals do not represent a homogeneous group; they are a large, diverse cohort that can vary greatly in terms of their skills and abilities.

About the Author

Emily R. Russo is a board member of Autism Spectrum Australia (Aspect) and an industry fellow at the University of Queensland Business School. Dana L. Ott is a senior lecturer in international management at the University of Otago in New Zealand. Miriam Moeller is a senior lecturer in international business at the University of Queensland Business School.

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