The Economic Cost of Ignoring Neurodivergent People in the Workforce

Bridgette Hamstead

The modern workforce is built on outdated assumptions about productivity, communication, and efficiency that largely exclude neurodivergent individuals. For too long, businesses have operated under a model that prioritizes conformity, penalizing those who think, process, or work differently. The result is a system that not only fails neurodivergent people but also harms the economy by wasting an immense pool of talent, creativity, and innovation. While diversity and inclusion efforts have gained traction in recent years, neurodivergence remains one of the least addressed aspects of workplace accessibility. The economic cost of ignoring neurodivergent people is staggering, affecting not just individuals who struggle to find or maintain employment but also businesses, industries, and the overall global economy.

Neurodivergent individuals, including those with autism, ADHD, dyslexia, and other cognitive differences, represent a significant portion of the population. Estimates suggest that around 15 to 20 percent of people are neurodivergent, meaning that millions of workers are navigating workplaces that were not designed with their needs in mind. Despite this, neurodivergent unemployment rates remain disproportionately high. Autistic adults, for example, have one of the highest rates of unemployment among disabled groups, with estimates suggesting that between 70 and 85 percent are either unemployed or underemployed. Many neurodivergent people who do secure employment struggle to stay in positions that fail to accommodate their working styles, leading to high turnover rates and wasted potential.

One of the most significant economic costs of ignoring neurodivergent workers is the loss of innovation. Many of history’s greatest thinkers, inventors, and creatives were likely neurodivergent, and today, industries that require problem-solving, outside-the-box thinking, and hyper-focused expertise stand to benefit from neurodivergent talent. Research shows that companies with diverse teams, including neurodivergent employees, tend to be more innovative and financially successful. Businesses that fail to recognize and support neurodivergent workers are effectively shutting themselves off from a wellspring of creativity and new ideas, which can hinder long-term growth and competitiveness.

Beyond the loss of innovation, the economic costs of high neurodivergent unemployment are substantial. When neurodivergent individuals are unable to secure stable employment, they often rely on social services, disability benefits, and other forms of government assistance to survive. While these programs are crucial safety nets, they should not be the only option for neurodivergent individuals who are fully capable of contributing to the workforce when given the right supports. The cost of disability benefits, combined with the lost tax revenue from unemployed or underemployed neurodivergent individuals, results in a financial drain on governments that could be alleviated by greater workplace inclusivity. A system that fails to integrate neurodivergent workers effectively places a heavier economic burden on public resources while also limiting overall productivity.

Employee turnover is another area where businesses suffer financially when they fail to support neurodivergent employees. Workplaces that are not designed to accommodate different cognitive styles often create environments where neurodivergent workers struggle with burnout, sensory overload, rigid work structures, and unrealistic productivity expectations. When neurodivergent employees are not given the accommodations they need—such as flexible schedules, alternative communication methods, and structured workflows—they are more likely to leave their jobs. High turnover rates come with direct costs related to recruiting, hiring, and training new employees, as well as indirect costs related to lost institutional knowledge and decreased team efficiency. Businesses that prioritize neurodivergent accessibility not only retain valuable employees but also save money by reducing the costs associated with constant hiring cycles.

Another often-overlooked economic cost is the underutilization of neurodivergent employees. Many neurodivergent individuals are underemployed, meaning they work in jobs that do not fully utilize their skills, education, or potential. This mismatch leads to a significant loss of productivity and economic output. When highly skilled neurodivergent professionals are placed in roles that do not challenge or engage them, both the individual and the company lose out. A workplace that recognizes and maximizes the strengths of its neurodivergent employees will see better results in terms of productivity, innovation, and overall company performance.

In addition to individual businesses, entire industries suffer from the exclusion of neurodivergent workers. Fields that rely on high levels of focus, pattern recognition, and unconventional problem-solving—such as technology, engineering, finance, and research—could benefit tremendously from the unique skills that many neurodivergent individuals bring. Some companies, particularly in the tech industry, have recognized this and implemented neurodivergent hiring initiatives, but these efforts remain isolated rather than systemic. A more widespread shift toward neurodivergent inclusion across industries would have far-reaching benefits for the global economy.

One of the biggest barriers to integrating neurodivergent individuals into the workforce is the reliance on outdated hiring and workplace structures. Many hiring processes are built around social interaction, eye contact, and vague behavioral expectations that put neurodivergent applicants at a disadvantage. Traditional interviews, which often emphasize quick thinking and verbal communication, do not accurately assess the abilities of neurodivergent candidates who may struggle with processing speed or social anxiety but excel in other areas. Companies that adopt alternative hiring practices, such as skills-based assessments or work trials, are more likely to find qualified neurodivergent candidates who might otherwise be overlooked.

Workplace culture also plays a major role in either supporting or alienating neurodivergent employees. Open-plan offices, rigid schedules, mandatory team-building exercises, and unspoken social rules can all create unnecessary barriers for neurodivergent workers. Providing accommodations such as remote work options, quiet workspaces, clear communication protocols, and neurodiversity training for all employees can help create an environment where neurodivergent workers can thrive. These adjustments do not just benefit neurodivergent employees; they often lead to broader improvements in workplace efficiency, job satisfaction, and overall company morale.

The economic cost of ignoring neurodivergent people in the workforce is too high to continue justifying exclusion and inaccessibility. From lost innovation to increased reliance on social services, from high turnover costs to underutilized talent, businesses and economies suffer when they fail to recognize the value of neurodivergent workers. Addressing this issue requires a shift in how society views employment, intelligence, and productivity. By embracing neurodivergent strengths, redesigning hiring processes, and implementing workplace accommodations, businesses and governments alike can unlock a vast reservoir of untapped potential.

The conversation around neurodiversity in the workplace must move beyond token inclusivity and toward meaningful systemic change. The economy cannot afford to waste the talents of millions of neurodivergent individuals who are ready and willing to contribute if given the opportunity. By making workplaces truly accessible, fostering an environment of support and understanding, and challenging the biases that keep neurodivergent people sidelined, we can create a future where economic success is not limited to those who fit a narrow definition of “normal.” The cost of inaction is too great, but the potential benefits of inclusion are limitless.