Companies and leaders are realising the opportunity of neurodiversity. Certain roles and tasks are more easily accomplished, and to a higher performance level by differently abled individuals - with everyone playing to their strengths.
It's wrong to assume that one size fits all in terms of environment and process though. To get the best people in the best roles for your organisation performance interview and assessment techniques need to be adapted, as well as working environment and crucially, leadership. The talent is out there, how much are you willing to adapt to attract them to your organisation?
Neurodiverse people frequently need workplace accommodations, such as headphones to prevent auditory overstimulation, to activate or maximally leverage their abilities. Sometimes they exhibit challenging eccentricities. In many cases the accommodations and challenges are manageable and the potential returns are great. But to realize the benefits, most companies would have to adjust their recruitment, selection, and career development policies to reflect a broader definition of talent.