“There is evidence that neurodiversity can be an asset in society, particularly in the workplace. A growing population of individuals have unique cognitive abilities and are ready to contribute their skills to diverse sectors.”
Katherine Wooten, LCSW, BCBA, CCM – Senior Director of Clinical Strategy & Research
In the late 1990s, an Australian sociologist coined the word “neurodiversity” to describe variations in human brains (e.g., autism, ADHD, dyslexia) as natural aspects of human diversity. Since then, the concept has become widely accepted, with more people recognizing that these cognitive differences can be seen as unique strengths rather than disabilities.
Discovering the benefits of neurodiversity
Aside from a more flexible treatment approach and freedom of choice for individuals, there is growing evidence that neurodiversity can at times be an asset in society, particularly in the workplace. Companies that hire neurodivergent individuals often reap substantial benefits from the unique perspectives and skills they offer. A report by McKinsey & Co. found that neurodivergent teams in the workplace outperform their neurotypical counterparts in terms of profitability by 36%, excelling in areas such as innovation, problem-solving and productivity. Organizations like Ernst & Young have recognized this potential, recruiting and supporting neurodiverse employees around the globe. Microsoft has a similar neurodiversity hiring initiative to expand the range of its workforce.
Bridging the accommodation gap
Today, an estimated 15-20% of the global population is neurodivergent. Traditionally this stat may have been seen as alarming, but in reality it presents an opportunity: a growing population of individuals have unique cognitive abilities and are ready to contribute their skills to diverse sectors. Despite the advantages of a neurodiverse workforce, many educational institutions and workplaces fail to provide adequate accommodations, leading to underemployment or unemployment among neurodivergent individuals. According to one study, the unemployment rate for adults with autism in particular is as much as 85-90%.
Addressing the unique needs of this population requires a multifaceted, multi-level approach. For example, providing flexible workspaces, remote work options, sensory-friendly classrooms, specialized instruction and tools like noise-canceling headphones can help some neurodivergent people thrive. While some individuals may prosper with minor workplace or academic adjustments, others need ongoing therapeutic support — so their care shouldn’t stop at therapy appointments. Gaps between sessions often leave individuals struggling without guidance.
Tiered, tailored support
This is where care management and specialized programs can make a measurable difference. These programs provide tailored, ongoing support, ensuring that neurodivergent individuals have access to the right resources at the right time — whether it’s coaching for executive function skills, crisis intervention or simply a structured plan for navigating daily life. A multi-level approach to care isn’t just about meeting immediate needs, but about setting neurodivergent individuals up for long-term success.
Lucet provides specialized autism programming and care management services for neurodivergent students and employees, ensuring that they get the personalized support they need to succeed over time. Through targeted interventions, our programs help bridge the gap between accommodations and clinical care, ensuring individuals have access to tools that foster success in academic and professional settings. Our online resources include neurodiversity and autism toolkits with practical guidance for navigating challenges like executive functioning, communication barriers, and sensory sensitivities.
Katherine Wooten, LCSW, BCBA, CCM is senior director of clinical strategy and research at Lucet.
