According to researchers, one of every five people on your team is neurodistinct—someone whose brain processes the world differently.
That could mean they’re autistic, dyslexic or have attention-deficit/hyperactivity disorder (ADHD), for example—forms of neurocognition that affect how people focus and communicate. And while the term “neuroinclusion” might sound like human resource-speak, it’s a practical idea with a real upside for contractors willing to lead.
Bottom line: More than a decade of research shows that smart company leaders are learning to work with neurodiverse talent.
The MIT Sloan Management Review said in a May 2025 article: “Leaders should consider neuroinclusion as a strategic, capability-building opportunity rather than a diversity initiative.”
Deloitte, the multinational consulting firm, noted in 2022 that organizations with programs supporting neurodistinct employees “reported a 16% increase in profitability, 18% in productivity and 12% in customer loyalty.”
Five Things to Know
Here’s what contractors need to know about neuroinclusion.
Rethink what you call a “disorder.” Researchers today increasingly emphasize that neurodistinct traits are differences in how people process information—not flaws or deficits.
“People who think differently don’t need fixing; they often thrive because of these neurological differences,” says the MIT Sloan Management Review. “Their organizations can harness the many benefits (some unexpected) of different ways of thinking.”
Some neurodivergent employees are exceptionally productive. A 2023 Deloitte article highlighted a JPMorgan Chase neurodiversity hiring program where neurodistinct tech employees were found to be 90 to 140% more productive than their peers. Their work was consistently accurate and error-free, Deloitte also noted.
Be prepared to ditch the traditional interview. Standard interviews can be challenging for some neurodistinct individuals, especially when communication styles don’t match typical expectations.
An interviewee’s lack of eye contact or small talk—or their hesitating to answer abstract questions like “Why should I hire you?”—says little about the true skills they possess.
Instead, try to assess on the spot how a candidate would go about their work. Set up some hands-on tasks—skills “try outs,” one source says—to showcase their attention to detail or comfort with repetitive work. You can learn a lot by watching someone do a job, even if they only demonstrate their skills briefly.
Create jobs where different thinkers can thrive. Chances are, you already work with someone who’s brilliant with numbers or laser-focused on tasks—but maybe a bit awkward in conversation. That’s not a problem, but a different way of processing the world.
Write out clear, step-by-step instructions for each job. Provide quiet, low-traffic workspaces in the office. Some companies invest in soundproof office pods—but you don’t need anything that fancy. A quiet corner and a little flexibility can go a long way.
Neuroinclusion makes managers better. They learn to communicate more clearly, set expectations more precisely and listen more carefully.
And when your team sees that everyone is valued for their abilities—not judged by quirks or lack of social polish—they’re more likely to speak up, stick around and do their best work for you.
Leadership for Everyone
Neurodiversity employment (NDE) isn’t just about the right thing to do—it’s an investment in your company, a way to keep talent in a tight labor market.
Yes, there’s more to learn. But businesses are already boosting their productivity now that they know how to start. As MIT Sloan Management Review put it, “We have really just arrived at the NDE 2.0 starting line.”
