Workplaces in India have undergone a significant shift in recent years from adopting DEI frameworks to strengthening POSH policies. The next big focus in this journey is neurodiversity. Though the word may sound new to many, it simply means recognizing that people’s brains work in different ways and that there’s no single “right” way to think, learn, or process information. Neurodiversity includes individuals with conditions such as autism, ADHD (Attention Deficit Hyperactivity Disorder), dyspraxia, dyslexia, and anxiety, along with broader cognitive and sensory differences.
For Indian workplaces, where awareness is still growing, embracing this approach is more than just inclusion, it’s a way to discover hidden talent, drive innovation, and build more empathetic, future-ready organizations.
In fact, a study cited in Harvard Business Review found that neurodiverse employees at one company were 30% more productive than their peers.
So, what makes neurodivergent talent so special? And which Indian companies are actively promoting neurodiversity at work? Let’s dive in.
Why Neurodiversity Makes Workplaces Smarter
Many companies today promote neurodiversity hiring initiatives to build a more diverse, equitable, and inclusive workforce. But this is just the starting point, neurodiverse individuals bring much more to the table.
Here are some key benefits a neurodiverse workforce can bring to a company:
Problem-solving: Individuals with ADHD often show exceptional focus, logical thinking, and problem-solving skills, enabling them to develop innovative solutions. These strengths make them well-suited for roles in software development, quality assurance, cybersecurity, data analysis, and IT support.
Analytical skills: Autistic individuals often show strong analytical skills. This strength makes them especially well-suited for careers in science, technology, research, and other problem-solving fields.
Creative thinkers: Dyslexic individuals often excel at thinking out of the box. Around 84% perform above average in reasoning, spotting patterns, evaluating options, and making decisions. Their skills are especially valuable in fields such as the arts, entrepreneurship, and technology, where creative solutions are often needed.
Higher productivity: Neurodiverse employees often bring efficiency to their work. For example, a JPMorgan Chase case study found that professionals in its Autism at Work program made fewer mistakes and were 90% to 140% more productive than neurotypical employees.
Commitment and consistency: Neurodivergent employees are often recognized for their strong sense of responsibility, punctuality, and consistency. Research highlighted by the neurodiversity organisation Genius Within shows that, when provided with the right adjustments and support, they tend to have lower absenteeism and turnover rates, along with greater loyalty to their employers.
Beyond these benefits, hiring neurodiverse talent also brings global recognition, which further strengthens a company’s reputation. International bodies such as the United Nations often acknowledge organisations that implement neurodiversity policies, making them more appealing to potential employees, customers, and investors.
India’s Growing Focus on Neurodiverse Talent
Despite the clear advantages, neurodiverse talent remains largely untapped. Two key reasons drive this gap: first, non-scalable HR processes. When organisations apply the same standardised systems to all candidates, they often overlook the strengths of neurodivergent individuals. Second, traditional stereotyping of what makes a “good employee” often excludes neurodiverse candidates.
Globally, however, several leading companies have redesigned their HR practices to better include neurodiverse talent. Among them are SAP, Amazon, Hewlett Packard Enterprise (HPE), Microsoft, Willis Towers Watson, Ford, and EY. At the India level, major companies such as JPMorgan, Lemon Tree, HP, Microsoft, RPG Group, Nagarro, Wells Fargo, and Tata Power have also been actively engaging autistic talent through dedicated initiatives aimed at integrating them into the regular workforce.
One example is Nagarro’s partnership with Action for Autism and Atypical Advantage, India’s largest inclusive platform for Persons with Disabilities (PwD). Together, they launched TestingPro, a program that trains individuals with autism and related conditions to become software testers, equipping them for the job market while enabling businesses to benefit from their unique skills.
These initiatives go beyond simply promoting diversity, they also create long-term impact. Many autism hiring programs report nearly 90% employee retention after hiring.
How Companies Can Drive Neurodiversity Hiring
For organisations, embracing neurodiversity requires moving beyond token inclusion to building structured pathways that enable access, growth, and retention. This means rethinking hiring processes to focus on skills rather than stereotypes, creating flexible assessments, and working with specialised partners who understand neurodiverse needs. Here are some other best practices for hiring neurodiverse talent.
Build Awareness: Awareness is the foundation of successful neurodiversity hiring. Companies can start by training HR teams, managers, and employees through workshops in partnership with advocacy groups, creating simple guides or toolkits on neurodiverse conditions, and encouraging leaders to actively champion inclusivity as part of the workplace culture.
Make recruitment more accessible: Start by simplifying hiring methods. Keep job descriptions clear and jargon-free, while highlighting essential details such as required skills, salary, and working hours. To encourage wider participation, explicitly mention at the top of the job ad or within the description that neurodiverse applicants are welcome.
Go a step further by offering alternatives to traditional face-to-face interviews, such as virtual or written formats, and ensure that online application systems are user-friendly and compatible with assistive technologies, so the process is accessible to all.
Offer flexibility: Support employees’ diverse strengths and needs by providing flexible options such as remote work, adjustable hours, or quiet workspaces. For example, someone who is hypersensitive to noise, bright lights, or strong smells may find busy environments overwhelming, so providing them calm, low-stimulation areas can help. Offering these accommodations to all employees helps make inclusivity a normal part of workplace culture.
Moving beyond traditional interviews: Instead of relying solely on traditional interviews, companies can evaluate candidates through specialized skills tests to see if they’re a good fit for the role. For instance, Microsoft’s neurodiversity hiring program starts with an online technical test and then invites candidates to a multi-day program that focuses on technical training, team building, and interview preparation.
Finally, create an inclusive environment by implementing policies and work practices that support different needs.
Conclusion
In recent years, neurodivergent hiring initiatives have gained momentum, yet there is still significant progress to be made. Embracing neurodiversity not only enhances workplace diversity but also opens the door to an untapped talent pool with unique skills and perspectives. Companies must move beyond rigid ideas of the “perfect candidate” and implement inclusive practices from the very first step of the hiring process, ensuring that workplaces truly benefit from the full range of talent available.
