Neurodiversity benefits are also helping employers to attract and retain neurodiverse workers who bring much-needed skills and innovation to their companies, but whose tendency to think and approach problems in ways that are different from the majority of the workforce can require some management support to ensure success.

In fact, neurodiversity is a way of life for a significant percentage of employees, whether or not a company has a designated program for it. Nearly 33% of adults are neurodiverse, according to one estimate. And given that one in six children has a developmental disability, a sizeable number of employees are caregivers of neurodiverse children.

It's no wonder why businesses from virtually every industry in the U.S. are now providing neurodiversity benefits, including such companies as Amazon, Intuit, VMware, Pepsico, Costco and The Home Depot. Other companies reported to offer neurodiversity support include SAP, Microsoft, Ford Motor Company, DXC Technology, EY, Microsoft and JPMorgan Chase. Now, Covid-19 has added a sense of urgency to the need for neurodiversity benefits, highlighting their value in helping workers adjust to new challenges.

Neurodiversity primer

So, what is neurodiversity? It is a broad term covering differences in the brain that affect how people think, learn and react. Autism spectrum disorder, ADHD, dyslexia and other learning disabilities are examples of neurodiverse conditions, but the universe is broader than this, encompassing additional differences including social anxiety and sensory challenges. The chart below describes several conditions that fall under the neurodiversity umbrella and notes that neurodiverse individuals can also be gifted intellectually.

Neurodiverse individuals have differing strengths and weaknesses, just as all people do, but knowing some generalities aids in understanding how supportive benefits can help companies. Neurodiverse employees, for example, may excel at detailed-oriented tasks, pattern recognition, design, problem solving and creative thinking. However, without the right supports in place, some will struggle at other aspects of their jobs such as changes in routines, unclear instructions or expectations, and/or unexpected social interactions with clients and co-workers.

Neurodiversity benefits

There are two main forms of neurodiversity benefits available: those used by caregivers (employees with neurodiverse children); or directly by employers (companies supporting neurodiverse workers).

Caregiver benefits are designed to address needs that fall between the cracks of what health plans and employee assistance plans offer. The goal is to boost productivity and reduce stress by giving employees the tools to better understand and support their neurodiverse children. Typically, a child does not require a definitive diagnosis to qualify, so any employee in need can benefit.

Many employees using neurodiversity benefits for their children say the most valuable service provided is access to regular virtual one-on-one sessions with Board Certified Behavior Analysts, via phone or HIPAA-compliant video consultations, for expert advice. Other key components of neurodiversity benefits for caregivers include online access to libraries of evidence-based lessons and resources, including videos, that help children improve their social, academic and daily living skills. Typically, parents have the option of looping other important members of the caregiving team into the system, such as therapists and school professionals, to coordinate care.

Benefits are also available to support human resources (HR) professionals and managers in companies committed to diversity, empowering them to help neurodiverse employees thrive in the workplace.

Again, regular access to one-on-one phone or HIPAA-compliant video consultations with Board Certified Behavior Analysts is a critical ingredient of neurodiversity benefits programs at this level. The sessions provide a channel for HR professionals and managers to discuss specific challenges and advice for resolving them. E-learning is another key component, featuring online training modules that improve understanding of neurodiversity in the workplace and help identify issues before they escalate. Some companies also benefit from on-site consultations, which can range from work environment assessments to specialized trainings tailored for managers or employee resource groups (ERGs).

Pandemic impact

Covid-19's disruption of home and work routines proved a major event for many, with employees and managers reporting heightened levels of stress. Employees with children were suddenly thrust into the role of part-time homeschool teachers and online instruction troubleshooters as school buildings closed. For parents of neurodiverse students, the task was even more difficult because their children tend to have greater problems adjusting to online learning, and in this case had to do so without their normal support system.

Meanwhile, many employees were dealing with profound changes in their own jobs as a result of stay-at-home orders or increased precautions for front-line workers. These disruptions have been challenging for most, but especially so for neurodiverse workers, who tend to thrive on daily routines and need additional support and reassurance in times of uncertainty.

Unsurprisingly, employees and employers at businesses offering neurodiversity benefits are relying on them more as a result of the pandemic. Impacts from Covid-19 have also illuminated differences in individual work styles, making employers more aware of the value of neurodiversity benefits in sustaining their workforces through today's challenges and ones to come.

Connie Donnelly ([email protected]) is vice president of business development for Rethink Benefits, which provides neurodiversity benefits to businesses and non-profits.