Reimagining where and how we work
When the COVID-19 pandemic hit in March 2020, nearly everyone who could work from home was asked to do so. This was true for teams of people who typically work closely together testing software and solving information technology (IT) quality assurance (QA) issues as well. What these teams normally do in conventional offices in buildings across the country, they needed to do at home, in separate workspaces—ready or not.
Many people hit technical roadblocks or blundered through their first experiences in video meetings. There was fear that people couldn’t manage their time well or that collaboration would break down. But the fears subsided, and we all accepted—some more quickly than others—that remote work was the new norm.
The upside to this adjustment is that some people thrive in remote working conditions, as it offers them the ability to control the conditions of their work environment and can provide a quiet home office. Additionally, companies that view neurodiversity in their workforce as a source of creativity and problem-solving found that the transition to remote work might offer some real benefits.
In fact, organizations that onboarded teams through the neurodiversity employment program CAI Neurodiverse Solutions actually saw a jump in productivity during times of remote work, ranging from 11 to 24%. Associates transitioned quickly, rapidly solving the inevitable logistics issues that come from an overnight stay-at-home order and have since embraced the tools and mechanisms that foster collaboration virtually.
As companies began returning to the office and exploring hybrid work models, it became clear that flexible work is the way of the future.
What is neurodiversity?
The term neurodiversity refers to the range of differences in individual brain function and behavioral traits that is part of the normal variation in the human population (examples include autism spectrum disorder (ASD), dyslexia, ADHD, and many others). One in 5 people identify as being neurodivergent1, and ASD is the most prevalent neurodiverse condition on the rise.2 Individuals with ASD have a 90% underemployment rate, the highest of any demographic.3
Though individuals with ASD remain part of a largely untapped talent pool, they may possess a wide range of valuable skillsets that can provide exceptional business value and productivity gains when working in a supportive environment. CAI Neurodiverse Solutions associates often share superior pattern-detection abilities, great attention to detail and ability to focus, and innovative problem-solving skills.
For many neurodivergent employees, the move to remote work was an unexpected positive change. “While working remotely, I find that some of the distractions of the office space are no longer a problem,” says Tony Arocho, CAI Neurodiverse Solutions associate. “I can leave the temperature in my apartment at my preferred conditions all day, the lighting isn’t too harsh or low, and I can play music without headphones and not impact my coworkers.”
And while remote work isn’t always the norm, conventional offices are often designed largely for neurotypical employees and can unintentionally present challenges for people like Tony who are sensitive to their environments. What might be considered tolerable to many employees can create a distraction for others. Sensory overload caused by lighting or sound and communication issues in team meetings are common examples neurodivergent employees point to as distractions that limit their focus and hinder productivity. Long commutes also can be sources of friction, often causing anxiety or testing workers’ ability to focus. Hybrid or remote options can alleviate some of this friction, boosting productivity and making employees happier at work. In cases where office work is required, embracing the principles of universal design can make a big difference in ensuring your workforce is comfortable and, in turn, working at their best.
"While working remotely, I find that some of the distractions of the office space are no longer a problem. I can leave the temperature in my apartment at my preferred conditions all day, the lighting isn’t too harsh or low, and I can play music without headphones and not impact my coworkers."
A talent for increasing productivity
There is no question that the workplace has been changed forever. Many companies are studying the implications of remote and hybrid working models and reimagining how neurodiversity in their workforce can help them get ahead. In fact, during the pandemic, CAI not only successfully transitioned 95%+ CAI Neurodiverse Solutions team members to work remotely within 1 week of the COVID-19 lockdown, but we also launched new teams that are currently remote in nature. Companies that have embraced CAI Neurodiverse Solutions get not only productive teams but also talented people who are exceptional at their jobs. Flexible working options and intentionally designed office spaces can further the impact of neurodiversity at work.
The case for autism employment in the workforce is especially compelling now, given the success of the past few years’ flexible and remote work experiences and the talent shortages that increasingly hamper IT, data analytics, and other business services. It’s time to rethink how to expand and support neurodiversity in the workplace—whether the work is happening in the office or at home.
Webinar On-demand
Building an inclusive workplace for neurodivergent employees to thrive
Endnotes
- Doyle N. Neurodiversity at work: A biopsychosocial model and the impact on working adults. Br Med Bull; 2020. doi: 10.1093/bmb/ldaa021. ↩
- Maenner MJ, Warren Z, Williams AR, et al. Prevalence and Characteristics of Autism Spectrum Disorder Among Children Aged 8 Years — Autism and Developmental Disabilities Monitoring Network, 11 Sites, United States, 2020. MMWR Surveill Summ 2023;72(No. SS-2):1–14. doi: http://dx.doi.org/10.15585/mmwr.ss7202a1. ↩
- Combs, Danny. Supporting Neurodivergent and Autistic People for Their Transition into Adulthood: Blueprints for Education, Training, and Employment. New York, NY: Routledge, 2023. ↩