Neurodiverse Hiring Could Boost Productivity by 30%: X a la N

In recognition of National Labor Inclusion Day, Valeria Pérez, CEO, X a la N, emphasizes that businesses could be missing out on up to MX$143 billion anually by not integrating neurodivergent individuals into their workforce. In Mexico, it is estimated that 15% of the population has a neurodivergent condition. Meanwhile, studies have shown that people on the autism spectrum can be up to 140% more productive.

"The inclusion of neurodiverse profiles should be seen as a mutually beneficial relationship, not as charity or a corporate social responsibility program. It benefits both the individual and the company, often equally or even more,” emphasizes Pérez as she calls on companies to rethink their talent attraction and retention policies. The unemployment rate among neurodivergent individuals in Mexico stands at 80%, yet this untapped talent pool could boost productivity by up to 30%, says Pérez.

Neurodiversity acknowledges the rich variation in cognitive functioning among individuals, irrespective of whether they fall within the neurotypical spectrum or possess neurodivergent traits associated with conditions such as autism spectrum disorder (ASD), ADHD, or learning disabilities. According to the National Institute of Statistics and Geography (INEGI), in Mexico there are over 723,000 neurodiverse individuals residing.

According to a study carried out by JPMorgan Chase, autistic employees demonstrated up to 140% higher productivity than their neurotypical colleagues in the same roles. Neurodivergent professionals possess abilities such as attention to detail, hyper-focus, strong memory, and pattern recognition, affirms Pérez.

Neurodivergent skills suit industries such as technology, software development, cybersecurity, data analysis, artificial intelligence, creative fields, graphic design, writing, editing, and translation. Tech organizations, for example, have been at the forefront of this movement, implementing initiatives aimed at harnessing the talents of neurodiverse individuals and creating environments conducive to their success, according to Ayelen Kalenok, Founder and CEO, Kala Talent, reports MBN.

“The first question companies should ask themselves is why individuals from minority groups are not reaching the interview phase,” says Pérez. “There is something within their processes that is preventing them from feeling included,” she adds. According to MIT Sloan Management Review Mexico, HR departments must adapt recruitment practices to prioritize inclusion, ensuring job postings, interviews, and assessments are accessible and accommodating. Leaders must establish clear onboarding strategies that help both colleagues and managers understand how to support neurodiverse teams, adds the report.

Pérez stresses the importance of recognizing non-traditional work experience, establishing structured routines, and promoting workplace flexibility to ensure an inclusive and supportive culture. Through La Oveja Rosa and X a la N, Pérez Silveira offers a structured methodology for assessing organizational culture, developing tailored inclusion strategies, implementing workplace adaptations, and ensuring continuous progress in integrating neurodivergent talent.

According to the Ministry of Labor and Social Prevention, “Discrimination and inequality of opportunities must be eradicated through measures and actions that promote labor inclusion.” National Labor Inclusion Day was instituted in 2013 by the Senate to highlight Mexico’s advancements in labor legislation and reaffirm that all individuals, regardless of ethnicity, gender, health conditions, or personal preferences, have the right to dignified work. This initiative aims to raise awareness about the importance of fostering inclusive and discrimination-free work environments.