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What if some of your most talented employees aren’t reaching their full potential—not because they lack skills or knowledge, but because your workplace isn’t designed to support their needs?
One in five employees brings a distinct neurological perspective to work each day, which is a powerful and often untapped source of innovation.
And neurodiversity is only one piece of this picture. Approximately 14 million people navigate complex mental health challenges that demand more comprehensive support. These employees bring invaluable perspectives shaped by their unique experiences and resilience.
Together, both groups represent an extraordinary pool of talent and perspective that traditional workplace systems often fail to nurture.
By expanding mental health support beyond traditional benefits to embrace diverse needs and perspectives, companies can reshape workplace challenges, turning them into competitive strengths.
A hidden workforce
Late-life diagnosis of conditions like ADHD, autism, and dyslexia are increasingly common. For example, a recent study found that among adults ages 26-34, there’s been a 450% increase in autism diagnoses from 2011-2022.
Imagine discovering in your 30s that what you thought was a personal shortcoming could be a source of strength. If only you’d had proper support earlier.
Mental health-related disability claims now comprise 30-40% of all short-term disability claims, highlighting how traditional workplace support systems fall short in addressing complex mental health needs.
There’s a cost here, both human and financial. Employees may spend years developing complex coping mechanisms instead of leveraging their unique perspectives. Organizations miss out on innovative solutions while watching talent walk out the door, often without understanding why.
How expanded support creates value
There’s something beautiful in the potential outcomes here. Organizations that embrace diverse mental health needs are doing something good for their people while simultaneously making their organizations stronger.
The psychological toll of making ourselves smaller at work, especially when our livelihood depends on it, affects both wellbeing and business success.
The power of different perspectives
In many companies, employees have to fit a narrow mold of behavior, thinking, and presentation to be recognized and promoted.
Yet innovation often springs from unexpected sources. Seeing the world differently, making unique connections, and spotting hidden patterns are valuable skills that frequently come from minds that think outside conventional boundaries.
Complex mental health challenges also allow people to bring their experiences to work in ways that can uplift organizational culture. A manager who has experienced severe anxiety may be able to anticipate and mitigate risks more effectively, while also acting as a mentor for other employees with similar challenges.
A customer service representative living with depression may have deeper empathy with customers and team members alike. Such a variety of lived experiences promotes stronger connections and more innovative solutions to workplace challenges.
Embracing diverse needs pays off
Employee turnover risk is currently at a 10-year high. Half of U.S. employees are watching for or actively looking for a new job. This year, Gallup estimated that the replacement cost is about 200% of salary for managers, 80% for professionals in technical roles, and 40% for frontline employees.
With turnover being so costly, it’s important to consider what employees value. In the APA’s recent Work in America survey:
- 92% of employees prioritize working for an organization that centers emotional and psychological wellbeing
- 92% say receiving mental health support at work matters to them
- 95% believe feeling respected at work is essential
- Another 95% emphasize the importance of working for a company that respects work-life boundaries
Additionally, organizations known for supporting a more diverse set of mental health needs build reputations as employers who value authentic contributions over conformity, drawing candidates who might otherwise hesitate to apply.
Unlocking performance through support
When employees receive the right mental health support and can work in ways that match their thinking style, they spend less energy masking challenges and more energy on meaningful work.
Teams that understand and accommodate different communication styles solve problems faster and generate more innovative solutions. An employee who prefers written communication might articulate complex problems more clearly, while someone who needs time to recharge between meetings returns with fresher ideas.
Rather than forcing everyone to work the same way, successful teams can turn their diverse approaches to thinking and problem-solving into a competitive advantage.
Building a more resilient culture
Organizations that support diverse mental health needs gain another advantage: adaptability. Companies that already accommodate different working styles and perspectives handle change more successfully—as many discovered during the shift to remote work.
When employees know their mental health needs will be supported and accommodated, they are more likely to bring their full selves to work and by doing so, are more engaged and resilient.
They flag potential problems early, suggest innovative solutions, and take smart risks that lead to breakthroughs. Teams build stronger connections when they can be authentic about their needs and challenges.
This results in a more resilient organization where flexibility and inclusion are both values and competitive strengths.
A practical approach to taking action
Truly inclusive mental health support doesn’t consist of a single policy change or program. Many organizations start with the best of intentions, but struggle to move beyond surface-level solutions.
The most successful organizations approach this challenge systematically, weaving support into the very fabric of how they operate.
So, what might this look like?
Listen with purpose
Many organizations jump straight to solutions without truly understanding their employees’ experiences. Anonymous surveys can provide a baseline, but deeper insights come from ongoing dialogue.
Focus groups and regular check-ins between supervisors and their people, taking place in an environment of open communication, can uncover how different employees experience their workplace. For example, they might discover that open office plans create unnecessary stress.
Employee resource groups focused on mental health or neurodiversity might spot solutions that formal surveys miss. Plus, they create valuable support communities where employees can share experiences and strategies.
Audit the employee journey
Every touchpoint in an employee’s career offers a chance to demonstrate real commitment to embracing different needs. Start with recruitment. Review job descriptions and interview processes for unintended barriers.
Simple changes like offering interview questions in advance or providing multiple formats for skill assessments can dramatically expand the talent pool.
Onboarding deserves special attention. It’s an opportunity to create flexible programs that accommodate different learning styles, whether that’s providing written documentation alongside verbal or video training, or offering quiet spaces for processing new information.
In regard to career development, consider pathways that recognize different forms of leadership and contribution—there are opportunities to discover the next innovator in an unexpected place.
Design flexible support architecture
Smart workplace design empowers a range of different employees to work at their best. Create a mix of working spaces: quiet zones for focused work, sensory-friendly areas for decompression, and collaborative spaces for team interaction.
Technology can be used to support different working styles. Offer multiple communication channels and customizable tools for organization.
Flexible scheduling is great for work-life balance, but its use is also a recognition that different people have different periods of peak productivity.
Build robust care networks
Mental health support is the foundation of everything we’ve talked about. Forward-thinking organizations are moving beyond traditional EAP programs that often don’t adequately support people with diverse mental health needs.
Partner with innovative EAPs featuring mental health support specific for both neurodiversity and complex mental health challenges, along with early intervention and crisis programs that recognize varying levels of distress.
The most successful solutions connect employees with clinicians who understand their unique experiences and can provide targeted, personalized support.
A culture of safety
Psychological safety in the workplace isn’t built through policy alone. It grows through consistent actions that show employees they can bring their whole selves to work.
When leaders model openness about mental health and demonstrate support for different needs, there are positive effects throughout the organization.
This starts with leadership teams. Executives sharing their own experiences with mental health or neurodiversity sends a powerful message that it’s okay to talk about them at work. Small actions matter as well, like normalizing phrases such as “I need to take some time to process this” or “I work best with written instructions.”
Make it clear through words and actions that seeking support is a sign of strength, not weakness.
Expanding support is the future of innovation
Organizations positioned to thrive in the future are those that view diverse mental health needs not as challenges to overcome, but as opportunities to evolve and grow. These organizations recognize that effective mental health support cannot be one-size-fits-all.
The path to creating more innovative workplaces requires dedication, resources, and time. Yet organizations that make this investment will find themselves better equipped to face future challenges, supported by engaged employees who bring their unique strengths to work each day.
Get your copy of our 2025 Workplace Mental Health Predictions to go deeper into how embracing diverse mental health needs can propel your organization ahead of the competition.
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