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McKinsey Talks Talent
Understanding what neurodivergent employees need to succeed
Sep 13, 2024
Dr. Lawrence Fung, an associate professor at Stanford and director of the Stanford Neurodiversity Project, sheds light on the unique strengths neurodivergent employees bring to the workplace. He discusses the staggering 20% prevalence of neurodiversity in the population and the substantial barriers, including high unemployment, these individuals face. Dr. Fung emphasizes the need for supportive corporate cultures and universal design approaches to help neurodivergent staff thrive. He advocates for a strengths-based management style and inclusive hiring that truly values diverse capabilities.
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Quick takeaways
- Neurodivergent individuals, comprising a significant portion of the population, can greatly enhance organizational productivity if supported appropriately by employers.
- Implementing inclusive hiring practices and educating managers on neurodiversity helps create a workplace environment that benefits all employees.
Deep dives
Understanding Neurodiversity
Neurodiversity refers to the natural variations in human brain function and behavior, encompassing conditions such as autism, ADHD, dyslexia, and Tourette syndrome. Approximately 20% of the population is considered neurodivergent, with autism prevalence estimated at about 2.85% in the U.S. and dyslexia significantly higher at 13-15%. Despite this prevalence, the employment rates for neurodivergent individuals remain alarmingly low, with around 80% of those on the autism spectrum being unemployed or underemployed. The discussion around neurodiversity is gaining momentum, as more people recognize the potential of neurodivergent individuals to bring innovative ideas and perspectives to the workforce.
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