Neurodiversity as part of ESG strategy: image and economic benefits

Why Neurodiversity Is Not Just an Ethical Issue, but a Business One

Did you know that only 2% of people with autism in Poland are employed? That’s dramatically lower than the EU average of around 10%. According to the Polish Economic Institute, the lack of employment among autistic individuals costs our economy as much as 17 billion PLN annually. Meanwhile, companies like JP Morgan Chase report that their employees on the autism spectrum are 48% more productive than their neurotypical colleagues performing similar tasks.

This is no mistake. Neurodivergent individuals bring unique talents to organizations – precision, attention to detail, unconventional thinking, and the ability to concentrate intensely. Hiring them not only fulfills an important part of your ESG strategy but also gives you a measurable competitive advantage.

Neurodiversity and ESG Reporting – Why It Matters

In the era of mandatory non-financial reporting under the CSRD directive, including neurodivergent individuals in your team is no longer just goodwill. It becomes a strategic approach to:

• achieving Sustainable Development Goal 8 (decent work and economic growth) and Goal 10 (reducing inequalities),
• building a socially responsible company image,
• increasing workplace diversity,
• delivering specific inclusion-related KPIs.

Neurodiversity programs are highly valued by investors assessing a company’s ESG level. According to Harvard Business Review, neurodiverse teams can be up to 30% more productive than standard ones. This is an argument that resonates with both executives and shareholders.

Concrete Numbers That Will Convince Your Management

Hiring programs for neurodivergent individuals deliver tangible business benefits:

• 48% increase in productivity – achieved by JP Morgan Chase after just 6 months of the Autism at Work pilot program,
• 92% employee retention rate in programs hiring people on the spectrum,
• 28% revenue increase in companies with inclusive working conditions,
• 30% increase in profit margins,
• double the net income compared to companies without inclusive work environments.

JP Morgan also reports that 99% of those hired through Autism at Work meet or exceed performance expectations – a rate any HR department would dream of!

Neurodiversity Leaders – Examples Worth Following

Financial Sector

JPMorgan Chase, Goldman Sachs, and EY run extensive neurodivergent hiring programs:

• EY Neurodiversity Centers of Excellence have hired over 300 neurodivergent individuals across 7 countries, including Poland, where the program launched in 2022 with the first 5 autistic employees,
• Goldman Sachs offers 8-week paid internships for individuals with autism, dyslexia, and ADHD, with top participants receiving permanent job offers,
• JPMorgan Chase has expanded its Autism at Work program from the U.S. to 9 countries, leveraging autistic talent mainly in analytical and technical roles.

Technology Sector

• Microsoft has hired about 200 people through its Neurodiversity Hiring Program, using a unique recruitment process based on assessing practical skills rather than standard interviews,
• SAP has created over 800 roles and development opportunities for autistic individuals in 16 countries, with its Autism at Work program running since 2013,
• Auticon – a consulting firm where most employees (about 500 people) are on the autism spectrum, also present in Poland.

How to Implement an Effective Neurodiversity Program – A Practical Guide

1. Recruitment Adapted for Neurodivergent Candidates

Standard job interviews often create barriers for neurodivergent individuals. Instead, consider:

• multi-day talent academies – like at Microsoft, where candidates demonstrate their skills in practice,
• practical tasks instead of theoretical questions – as at asperIT, where the recruitment process involves an informal conversation, technical task, and cognitive ability assessment,
• clear instructions and expectations – with no ambiguity or hidden rules.

2. Adapting the Work Environment

• provide quiet, private workspaces or remote work options,
• offer noise-canceling headphones,
• adjust lighting – many individuals on the spectrum are sensitive to flickering fluorescent lights,
• ensure structure and predictability – clear schedules, task checklists.

3. Mentorship Support

Nearly all successful neurodiversity programs incorporate mentoring:

• assign a mentor/coach to each new neurodivergent employee,
• train the team – to understand the specifics of their neurodivergent colleague’s functioning,
• create a clear communication structure – direct, with no metaphors, sarcasm, or ambiguity.

4. Measuring Results

A successful program should be measurable:

• track productivity metrics of selected teams,
• monitor retention of neurodivergent employees,
• analyze satisfaction – both of neurodivergent employees and entire teams,
• document cases of innovative solutions proposed by neurodivergent individuals.

Funding and External Support

When implementing neurodiversity programs, you can benefit from various forms of support:

• PFRON subsidies for workplace adaptation and salaries for people with disabilities,
• collaboration with expert organizations like asperIT, where we offer consulting, training, and recruitment support,
• partnerships with universities – more and more Polish universities run support programs for neurodivergent students.

Remote Work as an Opportunity

The COVID-19 pandemic showed that remote work can be particularly beneficial for neurodivergent individuals. According to Autism Insights Foundation analyses, 4 out of 5 autistic people prefer continuing remote work due to lower stress levels and better focus.

Consider:

• a hybrid model – allowing home workdays for tasks requiring intense focus,
• flexible working hours – enabling work during peak performance times,
• virtual meetings with a pre-shared agenda.

Where to Start Today?

1. Audit current recruitment processes for neurodivergent barriers.
2. Contact us at asperIT – we’ll help you build neurodivergent hiring processes (autism, ADHD, dyslexia, dyspraxia, etc.).
3. Identify areas in your company where neurodivergent skills would be particularly valuable (e.g., data analysis, testing, tasks requiring meticulousness).
4. Organize training for HR and managers about neurodiversity.
5. Plan a pilot internship program for 2–3 neurodivergent individuals.

Summary: Neurodiversity as a Competitive Advantage

Including neurodiversity in your ESG strategy is not just a matter of social responsibility. It brings concrete, measurable business benefits, impacting productivity, innovation, and company image. At a time when talent shortages are among the key business challenges and ESG reports face increasing scrutiny, hiring neurodivergent individuals becomes a strategic business development tool.

According to the Polish Economic Institute, increasing employment among autistic individuals could bring Poland an additional 14 billion PLN annually. The question is: what share of that value will go to your company?