Some organisations are beginning to realise the potential of having a neurodiverse workforce, but the number who're adapting their HR practices to attract and hire from the largely untapped pool of neurodiverse employees is still very low. This article explains how employees with neurological conditions such as autism and dyslexia, can add significant value to an organisation by contributing different ways of thinking and problem-solving.

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Reviewed by

Jill Miller, Policy Adviser, Diversity and Inclusion

Jill is Senior Policy Adviser for Inclusion and Diversity at the CIPD. Her work focuses on the areas of gender, age and neurodiversity and she has recently led work on race inclusion, managing drug and alcohol misuse at work, and supporting employees through fertility treatment, pregnancy loss and still birth. Earlier in her career, Jill specialised in small business growth through good people management and employee wellbeing.

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