Legal teams need creativity, adaptability, and the ability to deliver fast, efficient solutions. As client demands shift to more adoption of diversity and inclusion, neurodiverse clients are likely to request representation that understands their specific accessibility needs. Neurodiverse teams have an edge as each neurotype offers unique skills and strengths in the workplace, as some brains can hyperfocus on small details for hours, while others jump between tasks with speed and creativity. Additionally, it has been shown that people with similar neurotypes often collaborate well together as they can empathize with the everyday challenges they face. Here are some examples of the strengths that common neurodivergent conditions and traits can bring:
• Autism Spectrum. Individuals with autism often bring strengths like excelling at roles that require precision and attention to detail. They can spot patterns that others might miss and don’t often get distracted by the noise. Someone on the autism spectrum could be superb at tasks requiring deep focus, like reviewing contracts or doing legal research. In operations, they might excel and be able to focus intensely on tasks that interest them the most, so understanding the interests of your teams can benefit everyone.
• ADHD. Individuals with ADHD often demonstrate the ability to think quickly, juggle multiple projects, and thrive in fast-paced environments. People with ADHD have an interest-based nervous system and can spend hours “hyper-focusing” on tasks they enjoy or find interesting as well. This makes them ideal for roles that require flexibility and creative problem-solving, like litigation or project management, where they can manage large caseloads or multiple projects simultaneously.
• Dyslexia. Individuals with dyslexia often have strong visual thinking skills, which helps them approach problems from unique angles. They tend to excel at tasks that involve strategizing, presenting ideas, or working with complex information. They are ideal for roles on large files and projects where facts and patterns need to be analyzed and connected for “big picture thinking” and in roles that have a strategy component.
Neurodiversity Resolutions for 2025
As we look to include neurodiversity in our overall EDI strategy for 2025, here are some steps that firms can implement to attract, support, and retain their neurodiverse employees:
1. Reframe Hiring Practices. Neurodiverse candidates may get routinely screened out of traditional hiring practices. Addressing unconscious bias in the recruitment process, like assumptions made about a candidate’s abilities based on nontraditional communication styles or behaviours, and instead focusing on core skills and transparency in the hiring process can attract more neurodiverse applications.
By offering alternative interview formats that focus on skills, work samples, and potential, neurodiverse candidates are given more opportunity to showcase their talents. Providing adequate time and tools ensures neurodiverse professionals can showcase their full potential. If requested, a simple accommodation to provide a list of potential interview questions would allow the candidate to prepare accordingly and with confidence. Lastly, maintaining a commitment to an objective measure of a candidate’s fit for the role can increase a neurodiverse candidate’s chance for success.
2. Prioritize Learning & Development. It has been shown that a one-size approach to learning and development does not work. By offering a rage of training materials to accommodate different learning styles, neurodiverse folks are set up for better success.
Understanding the needs and communication preferences of team members is critical and should be incorporated into any change management plan for larger implementations and projects. Offering training and support for management to learn to leverage their team’s strength will foster an inclusive and productive team.
3. Create Flexible Environments. Small adjustments can have a big impact. Focusing on clear communication styles and alternative modes of communication for those who might benefit from visual aids, written instructions, or structured verbal exchanges. Provide flexible working hours and accommodations to working environments. Sensory sensitivity is common in many types of neurodivergence and making efforts to reduce noise, scents, and providing quiet areas with adjustable lighting can help with productivity. Fostering an open dialogue ensures employees can advocate for the tools and environments to help them succeed.
4. Establish Peer & Affinity Groups: Peer and Affinity Groups provide a safe and supportive space for neurodiverse employees to share experiences, build connections, and advocate for common resources. These groups promote a sense of belonging and psychological safety.
5. Develop Inclusive Policies and Benefits. Firms can show adoption by formalizing policies on sensory reduction (like scent-free workplaces) and flexible work models. Looking at employee benefit packages to ensure access to testing, assessments and support are accessible can help to support and retain their talent. Additionally, recognizing how race, gender, and other identities intersect with neurodivergence ensures a truly inclusive approach.
6. Celebrate Inclusion and Recognize Intersectionality: Recognize and appreciate the unique contributions of neurodiverse employees to help celebrate a culture of innovation. Neurodiversity should be considered in the broader lens of EDI as it has been shown that neurodivergent people are more likely to belong to other marginalized groups.
Embracing neurodiversity isn’t just the right thing to do – it creates a competitive advantage. Legal teams that tap into the diverse strengths of neurodiverse professionals are more innovative, adaptable, and better equipped to meet the evolving needs of clients. Focusing on what we can do – rather than how we are different – helps to build stronger innovative teams where all employees learn and grow from each other to tackle the challenges of the future.