Why Neurodiverse Teams Can be 30% More Productive

July 11, 2025

Introduction

According to Harvard Business Review, research shows that neurodivergent workforce teams can be 30% more productive than their neurotypical counterparts. A report by JPMorgan Chase found in Financial Times (paywall) that professionals in its Autism at Work initiative made fewer errors and were 90% to 140% more productive than neurotypical employees. Find out about why this is as well as what neurodiversity is, some real-life examples of this research and barriers that might hold neurodiversity-led businesses back.

What is Neurodiversity?

Image by Alexander Grey, Pexels

Neurodiversity refers to a range of neurological variations. It can include more well-known diagnoses such as ADHD (attention deficit hyperactivity disorder), autism, dyslexia and dyspraxia. Neurodiversity could also include lesser-known diagnoses such as dyscalculia, dysgraphia, OCD (obsessive compulsive disorder) and Tourette syndrome. About 15% – 20% of the world’s population is neurodivergent.

During the neurodiversity movement of the 1990s, the Australian sociologist, Judy Singer, coined the term, “neurodiversity,” to refer to people who think differently from those who think in a more standard way. While neurodiversity can refer to the diversity of all people, it is more often used for those who have neurodivergent diagnoses.

Although many disability advocacy organisations prefer person-first language (e.g., “a person with dyslexia”), many neurodivergent people prefer identity-first language (e.g., “an autistic person). It is a good idea to ask a neurodivergent person about how they want to be addressed rather than make assumptions about them.

What Makes Neurodiverse Teams More Productive?

Image by Miguel Á. Padriñán, Pexels

Neurodiverse teams have various strengths that can make them more productive. They can include the following:

Unique Problem-Solving

Neurodivergent thinkers tend to approach challenges from various angles. They can generate innovative solutions that their colleagues might not have thought of. A good example of this is a software engineer who has ADHD might design creative product features that help their team work faster, so they stay ahead of their competitors.

Hyperfocus

This is more widespread in those who have ADHD, although it could be present in autistic people to a lesser extent. Hyperfocus means that these individuals can work in periods of intense concentration. The ability to think at this level allows employees to tackle complex tasks with exceptional thinking.

Pattern Recognition

Dyslexic people especially can excel at spotting trends and relationships, even in massive data sets. Their contributions can lead to better decision-making and more accurate forecasting.

Detail Orientation

Many dyslexic and autistic professionals excel at identifying patterns and errors that others might miss. A report by JPMorgan Chase found that neurodiverse employees made fewer errors and were 90% – 140% more productive than neurotypical employees. An autistic quality assurance (QA) specialist might identify coding bugs or inconsistencies that their colleagues might not have noticed despite multiple rounds of testing. This attention to detail can ensure a smoother and more reliable product launch.

Reduced Groupthink

Having a broader range of employees on the team reduces the risk of groupthink where poor decisions are made due to a lack of perspective.

Real-life Examples and Case Studies

Image by Sanni Sahil, Pexels

Several companies have seen an increase in productivity when hiring neurodivergent talent.

Hewlett-Packard, who are best known for manufacturing computers and printers, saw a 30% increase in productivity in teams that integrated neurodivergent talent.

Deloitte has also reported that teams with neurodivergent professionals in some roles can be 30% more productive than those without neurodivergent professionals.

Microsoft, SAP, JPMorgan Chase and EY, who run four of the largest American neurodiverse hiring programmes, reported a retention rate of more than 90%.

The Australian Department of Human Services’ (DHS) programme with Hewlett-Packard Enterprise also demonstrates a real-world example of neurodiverse teams achieving 30% higher productivity in software testing.

Barriers That May Be Holding Your Business Back

Image by Frans van Heerden, Pexels

Despite the strengths of neurodivergent employees and real-life examples of them being more productive than their neurotypical counterparts, businesses may also experience the following barriers that could hold them back:

Misconceptions about Neurodivergence

Everyone’s Neurodivergence Presents the Same

No two neurodivergent people are alike. While one might be dyslexic and be a good big-picture thinker, the other might be autistic and notice smaller details before branching out to the bigger picture. People who have 2 or more neurotypes can also be different from each other.

Neurodivergent People Need to Adapt to Become More Neurotypical

Neurodivergent people who believe this misconception may find that they need to mask to fit in with their neurotypical peers. Masking can eventually become exhausting and lead to burnout. Neurodivergent employees who have burnout can be less productive with their work.

Neurodivergent People Are Too Disorganised or Socially Inept

While people with ADHD for example can find organisation difficult, this does not mean they cannot be completely disorganised. Many people think that autistics are socially inept. Autistic people might not have problems communicating with other autistic people.

All Neurodivergent People Have Stereotypical Traits

It is thought that all autistic people are “super maths nerds,” everyone with ADHD cannot sit still and all people with Tourette’s syndrome swear. None of these statements are completely true. Some people with autism might also have dyscalculia, which is the unofficial maths version of dyslexia. People with ADD (attention deficit disorder), an unofficial subtype of ADHD, might find it easier to keep still than those who have an ADHD diagnosis. Only about 1 in 10 people with Tourette’s syndrome swears.

Neurodivergent People Need to Do a Lot to Work at Their Best

It is rumoured that neurodivergent employees need to discover, organise, implement and fight for the support they need. If they do all these things on top of their job, they can become less productive altogether.

One-Size-Fits-All Hiring Process

Many recruiters typically follow a one-size-fits-all approach to find candidates for roles. This includes the following screening methods:

Keyword matching based on education, years of experience and skills.

Biased AI systems

Corporate structure

These methods may not be as affective to recruit neurodiverse talent as neurotypical employees because the former may have different skills and strengths from the latter.

Unconscious Bias and Stigma

Some managers and HR leaders may perceive neurodivergence as a disability when it is a simple difference. Unconscious bias and stigma that is attached to neurodivergence can impact career progression and the productivity of neurodivergent employees.

Conclusion

Embracing neurodiversity within the workplace is not only a matter of inclusivity but also a strategic advantage. By recognising and valuing the unique cognitive strengths of neurodivergent individuals, organisations can foster innovative problem-solving, enhance productivity, and reduce the risk of groupthink. The success stories of leading companies demonstrate the tangible benefits of neurodiverse teams, including increased productivity and high retention rates. However, to fully harness these advantages, it is essential to address and overcome the barriers to inclusion, such as misconceptions, biased hiring practices, and stigma. By doing so, organisations can create a more dynamic, creative, and effective workforce, ultimately driving better business outcomes.

Call to Action

To fully leverage the benefits of neurodiversity in your organisation, take proactive steps to create an inclusive and supportive environment for neurodivergent individuals. Start by educating your team about neurodiversity and its advantages, implementing flexible hiring practices, and addressing unconscious biases. Encourage open communication and provide necessary accommodations to ensure that neurodivergent employees can thrive. By doing so, you will not only enhance productivity and innovation but also foster a more dynamic and effective workforce. Join the movement towards a more inclusive workplace and unlock the full potential of neurodiverse talent.

You can also contact us about our neurodiversity awareness training and workshops.

Sources

Harvard Business Review’s Neurodiversity as a Competitive Advantage: https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage

Express Medicals Work Health Services’ Why embracing neurodiversity creates a safer, more productive workplace: https://www.expressmedicals.co.uk/blog/why-embracing-neurodiversity-creates-a-safer-more-productive-workplace#:~:text=2.,30%20per%20cent%20more%20productive

Harvard Health Publishing’s What is neurodiversity? https://www.health.harvard.edu/blog/what-is-neurodiversity-202111232645

Exceptional Individuals’ What is Neurodiversity for Beginners? | Introduction to Neurodiversity (Third Version): https://www.youtube.com/watch?v=aVmQ2we-pZM&t=1s

Northwestern Medicine’s Understanding Neurodiversity: Exploring Differences in Brain Function: https://www.nm.org/healthbeat/healthy-tips/Understanding-Neurodiversity

Talkspace’s Understanding and supporting neurodiversity in the workplace: https://business.talkspace.com/articles/neurodiversity-in-the-workplace#:~:text=The%20unique%20contributions%20of%20neurodivergent,smoother%2C%20more%20reliable%20product%20launch.

HR Dept’s Neurodiversity in the workplace – Great minds don’t all think alike: https://www.hrdept.co.uk/central-lancashire/blog/neurodiversity-in-hr-great-minds-dont-all-think-alike#:~:text=By%20having%20a%20broader%20base%20of%20people,made%20because%20of%20a%20lack%20of%20perspective.&text=Creating%20an%20environment%20where%20everyone%20understands%20this,feel%20welcomed%20and%20comfortable%20on%20your%20team.

Hewlett Packard U.K. website: https://www.hp.com/gb-en/shop/

Silk Helix’s Neurodiversity as a Strategic Business Advantage: https://www.silkhelix.co.uk/knowledge/neurodiversity-as-a-stategic-advantage/

People Management’s Neuroinclusion at work: learning from a global study: https://www.peoplemanagement.co.uk/article/1865721/neuroinclusion-work-learning-global-study#:~:text=Microsoft%2C%20SAP%2C%20JPMorgan%20Chase%20and,arising%20from%20ignorance%20and%20discrimination.

Through the Noise Coaching’s Five Outdated Concepts About Neurodivergence in the Workplace that We Need to Talk About: https://www.ttncoaching.com/blog/five-outdated-myths