The Business Case for Neurodivergent Talent

Multiple large-scale studies — from JPMorgan, SAP, Microsoft, and the UK Department for Work and Pensions — report measurable gains in productivity, error detection, and innovation in teams with strong neurodivergent representation.

The mechanism is simple: cognitive diversity reduces shared blind spots. The reason this matters at the JD stage is that you cannot get the benefit if the JD filters the talent out before they apply.

Inclusive job descriptions are the cheapest, highest-leverage intervention available.