Breaking Barriers, Building Brilliance: The Business Advantage of Embracing Neurodiversity in the Workforce

23
Oct 2023
CPHR Alberta
330
A colorful brain made of puzzle pieces on a blue background.

Author : Svetlana Miftahov-Rapoport, Med, CPHR

In the ever-evolving world of work, we're all about shaking things up and embracing what makes us unique. So, it's time to turn up the volume of a conversation that's been a game-changer for some of the most innovative companies out there. As we strive to build inclusive workplaces, it's crucial to expand our views beyond traditional ideas of diversity, welcoming the richness that lies in the minds of all kinds. I want to invite you to explore why embracing neurodiversity in the workplace is not just good for people—it's fantastic for business, too! And before you think, “My plate is full; I can’t add one more topic to my to-do list,” just hear me out. I am here to help you make your life easier, your business more successful, and your organization more inclusive. Isn’t it a win-win situation? So, grab a comfy seat, and let's get real about the game-changing brilliance that comes with a neurodivergent team. 

In today's world, there is a general lack of societal awareness about neurodiversity. Sadly, this lack of awareness results in a lose-lose scenario. Many organizations miss out on exceptional talent—remarkable individuals who aren't given the opportunity to thrive simply because these organizations struggle to recognize, accept, and appreciate the unique ways people think. While the global talent competition is rising and we struggle to find the right people with the right skills for our companies, unemployment rates for neurodivergent adults reach as high as 30-40%. 1   While we desperately seek ways to retain our top talent, the most innovative companies, such as Microsoft, SAP, JPMorgan, and EY, report that their neurodivergent hiring programs have retention rates above 90%. 2   

So, what are we missing? We all dream of finding talented, loyal professionals for our organizations, while there are thousands of talented, loyal professionals who are struggling to find meaningful employment only because they are neurodivergent. More than that, experts say that up to 25% of the adult population is neurodivergent (have autism, dyslexia, ADHD, dyspraxia). This means that on your team, in a group of 100 employees, 25 are neurodivergent, and these people might be facing barriers to meaningful work experiences. Most of them won’t even disclose the fact they are neurodivergent due to an existing social stigma. So, they suffer in silence while there is a lack of understanding and needed accommodation that would set them up for success. It's time for a change! And you, an HR Professional, have the superpower to lead this change by tapping into the future of work, where you are not just breaking barriers but building brilliance. 

Unfortunately, most of today’s workplaces are set up for neurotypical ways of thinking and doing. However, organizations such as Microsoft, EY, IBM, and others have proven that investing in hiring and optimizing for neurodiverse professionals contributes to a lower turnover, higher productivity, and improved engagement among all employees. 3   So how do we do it? Building a workplace that champions neurodivergent employees and cultivates overall success involves a multifaceted approach. First and foremost, raising awareness and fostering education within the organization are pivotal steps. And here, we must start at the top. Leadership buy-in is critical to success in this process. So, we must create a compelling business and social case first. Offering training programs that sensitize employees and managers to the unique strengths and challenges of neurodivergent colleagues will not only promote an understanding of neurodiversity and dispel misconceptions but will also help employees develop a more inclusive mindset. Once we have created a strong foundation of awareness and leadership support, we will move to the next crucial step of revising our DEI strategy and adjusting Human Resources practices. Tailoring recruitment, selection, onboarding processes, and workplace accommodations to better suit the needs of neurodivergent individuals not only ensures a fair playing field but also maximizes their contributions. And this journey doesn't end with awareness and adjustments-ongoing support is the linchpin. Establishing a network for neurodivergent employees, providing mentorship opportunities, and fostering open communication channels will help to create an environment where everyone feels valued. 

Picture this: your team is not just diverse but neurodiverse, tapping into a wellspring of unique skills that redefine success. When we put awareness in the spotlight, adjust our HR practices, and provide ongoing support, not only will we achieve inclusive excellence and embrace neurodivergent talent, but we will redefine success and maximize the productivity of the whole company. Imagine a workplace that's pro at giving everyone their moment in the spotlight, and that's the kind of success that resonates loud and clear. Let's do this!

Sources

1 Werth Institute for Entrepreneurship and Innovation. "The Center for Neurodiversity and Employment." UConn Today, University of Connecticut,  https://werth.uconn.edu/centers/neurodiversity/

2  "Corporate Neurodiversity Hiring Programs: Scratching the Surface?" Autism Spectrum News, https://autismspectrumnews.org/corporate-neurodiversity-hiring-programs-scratching-the-surface/

3 "Neurodiversity Employment Services | Potentia Workforce." Potentia Workforce, https://www.potentiaworkforce.org/

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Mental Health in the Agriculture Industry

By Jessica Jaithoo • August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.

CPHR Alberta’s Commitment to Supporting Reservists

By Jessica Jaithoo • August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.

Leadership Risk Isn't Just a C-Suite Concern

By Marina Perkovic • July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
MORE NEWS