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This article is part of the essay series “World Mental Health Day 2024”
In recent years, the world has started moving towards a more inclusive society for all people, including neurodiverse individuals. Globally, nearly 15-20 percent of the population is neurodiverse. Nevertheless, even finding and sustaining employment is a challenge for the neurodiverse. As these individuals enter the workforce, it is important to recognise that equality extends beyond just employment. As all individuals, they have their strengths and weaknesses. Providing appropriate accommodations in the work environment that are conducive to their learning, growth, and success is key to building a society that provides equal opportunities for all to thrive.
Neurodivergent individuals have their own unique set of skills such as above-average levels of attention to detail, creative abilities and strong visual-spatial skills.
Neurodivergence refers to the naturally occurring variations in the neurological wiring in individuals in terms of attention, language, and memory among other cognitive functions. It includes individuals on the autism spectrum, those with dyslexia or Attention Deficit Hyperactivity Disorder (ADHD), among others. Neurodivergent individuals have their own unique set of skills such as above-average levels of attention to detail, creative abilities and strong visual-spatial skills. However, they differ in terms of their approach, style, and perceptions as compared to neurotypicals who are considered “normal” and receive acceptance from society. As a concept, neurodiversity promotes the acceptance and celebration of these differences.
The Indian legislation
To promote disability diversity, India’s Ministry of Social Justice and Empowerment introduced a scheme in 2008 to encourage private employers to hire individuals with disabilities by sponsoring the employer’s contributions for such individuals for three years up to INR 25,000. Additionally, the Rights to Persons with Disabilities Act of 2016 (RPWD Act) made provisions for 21 conditions including intellectual disabilities, autism spectrum disorder, chronic neurological conditions, mental illness, specific learning disabilities, and cerebral palsy.
Companies are required to make reasonable accommodations for such individuals and 4 percent of the government job vacancies are to be reserved for individuals with disabilities.
In terms of the workplace, the RPWD Act prohibits discrimination against individuals with disabilities regarding recruitment, promotion and other aspects of employment. Companies are required to make reasonable accommodations for such individuals and 4 percent of the government job vacancies are to be reserved for individuals with disabilities. However, implementation is still a challenge, especially in micro, small and medium-sized enterprises (MSMEs). Employers are mandated to make “reasonable accommodations,” in the work environment, but there is limited clarity and awareness on what “reasonable accommodations” encompasses for neurodiverse people. In reality, despite the RPWD Act, the neurodiverse face significant barriers in the workplace.
The reality for neurodiverse employees in Indian workplaces
A survey conducted in 2017 by the Center for Talent Innovation found that in India, among all employees with disabilities, 93 percent expend energy repressing parts of their persona in the workplace, 50 percent feel misjudged, 56 percent receive insults, 37 percent feel avoided and 57 percent feel that other employees are uncomfortable around them. Of those with visible disabilities, 74 percent feel that despite their performance and qualifications, they will never attain positions of power in their respective organisations. This is bound to cause feelings of extreme stress and rejection among neurodiverse individuals, highlighting that merely hiring neurodiverse talent is not enough and organisations should act towards creating safe work environments for such individuals. The study indicated a need for organisation-wide sensitivity training to promote a culture of empathy, acceptance, and understanding.
The study indicated a need for organisation-wide sensitivity training to promote a culture of empathy, acceptance, and understanding.
To understand the perspective of the employers in terms of hiring neurodiverse talent, a study published in 2023 that interviewed Indian managers found that the majority had little awareness about neurodiversity, and their knowledge on autism spectrum disorders, ADHD and dyslexia was coloured by mainstream cinema. While the managers were willing to provide accommodations as long as additional resource commitments were not required, they were concerned about how these individuals would blend into the company’s culture and among other “neurotypical” employees. They also feared legal repercussions and ridicule by peers for hiring neurodiverse people, highlighting the need for systemic change in India to create truly vibrant work cultures.
Moving forward
First and foremost, it must be recognised that neurodiversity is natural and there is no one “normal” way for the brain to function—it is merely a social construct. The lack of awareness on how the neurodiverse work and the accommodations that they require often lead to unwarranted stigmatisation. To make the workplace accepting, companies and individuals must overcome their unconscious biases and more specifically, change conventional hiring methods that cannot effectively gauge the talents of the neurodiverse, make workplace accommodations as several individuals on the spectrum may experience sensory sensitivities that impact their performance in traditional work environments, and have anti-bullying policies in place to harness a safe work environment for all.
The lack of awareness on how the neurodiverse work and the accommodations that they require often lead to unwarranted stigmatisation.
Some recommended solutions include offering workplace flexibilities, breaking down responsibilities into smaller tasks, building a culture of acceptance, and incorporating assistive technology and peer-support groups. However, it is also important to note that limited research is available in this context in India. Government and academic initiatives to further study and understand the perspectives of the employers, employees and the needs of neurodiverse individuals are integral to devising appropriate solutions that address the barriers to inclusive work cultures.
Furthermore, learning from global best practices, such as Microsoft and Dell’s respective Neurodiversity Programs which helped the companies tap into a new, highly skilled talent pool while also gaining extremely high retention rates can help recognise effective policies and accommodations to improve inclusivity in workspaces. While a few Indian companies have opened their doors to neurodiverse talent, there is limited information available on the actual hires and accommodations available to them. Moreover, it is also essential to ensure that the culture of inclusivity trickles down to the MSMEs in India which collectively employed over 205 million people in the country between 2020 and July 2024.
Greta Thunberg, Bill Gates, Emma Watson, Steve Jobs, and Elon Musk have all publicly discussed being neurodiverse themselves. Apart from these global changemakers, JPMorgan Chase found that their autistic employees were 90 to 140 percent more productive and made fewer errors as compared to their counterparts. Beyond being productive, in the right environments, neurodiversity can be a competitive advantage. A 2018 report by Deloitte revealed that companies with inclusive cultures were six times more likely to be innovative and agile. Neurodiversity is an opportunity that must be embraced by organisations which can aid in improving innovation, productivity and diversity. Outliers have always existed in society and the world needs the neurodiverse to propel society forward.
Neurodiversity is an opportunity that must be embraced by organisations which can aid in improving innovation, productivity and diversity.
Overall, while the RWPD Act is a step in the right direction, a lot more needs to be done to foster a healthy and inclusive environment in the workplace and unlock the full potential of these individuals. Moving forward, policymakers, academics, educators and employers in India must collectively work towards ensuring a better work environment for the neurodiverse. The initiative must be taken in both the public and private sectors to hire and accommodate neurodiverse talent. Indian workplaces must go beyond compliance and foster true inclusivity. Beyond all the challenges and benefits of neurodiversity in work spaces, mostly, it should be embraced for its inherent value and because it is the next step towards equality for all in society.
Nimisha Chadha is a Research Assistant at the Observer Research Foundation
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