Benefits of Neurodiversity Profiling for Businesses

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Image by Anastasia Makarevich from Pixabay


Benefits of Neurodiversity Profiling for Businesses

Jen Blacow

3rd December 2021


Personality tests, psychometric testing and personality profiling for employers is big business.

Businesses see the value in understanding their leaders and managers. Whether this is to facilitate better working relationships, foster productive teamwork, or to identify talent, it’s not an alien concept.

But what about neurodiversity profiling?

I like to think about neurodiversity profiling as the NextGen personality profiling.


Why is neurodiversity profiling a leap from personality profiling?

All other profiling tools on the market assume that the things they are measuring (e.g. analytical skills, emotional intelligence, or ‘introversion’) are separate to each other and do not impact each other.

For example, they assume that somebody’s emotional intelligence levels do not impact on their intro- or extroversion, on their analytical skills or on their team working abilities!

However, Aspiedent’s neurodiversity profiling tool does not assume that all the things it tries to identify are independent from each other (the technical term is orthogonality). Instead, it actively looks for how all the different aspects impact on each other.

It does not put people ‘boxes’. Often, profiling tools put people into categories (boxes) based on their answers. For example, see DISC profiling.

Aspiedent’s neurodiversity profiling does not do this and has thus led some to describe it as a more ‘human approach’ to dealing with people.


Importance of Understanding Underlying Issues vs Outward Symptoms

We developed the neurodiversity profiling tool as a framework to better understand people with neurodiverse conditions (e.g. autism, dyslexia), and to explain to them and others around them the root causes of their neurodiverse conditions and troublesome symptoms. We get behind the fundamental issues which cause the outward symptoms.

For example, if an individual struggles with change, there could be ten or more underlying issues which are causing the issue with change!

For example, is it because of slow processing of incoming information so that change takes a while to process thus causing issues? Or is it a visual perceptual issue so that any minor change in one’s environment causes the whole scene to look different to them, that is causing problems with change? Or is it because of something else such as how the person thinks – or is how somebody thinks influenced by how they process incoming information?

In any case, it is extremely important know which underlying difficulty is causing the outward symptom before providing any recommendations to help an individual manage a symptom!

Seems obvious right? But it’s not the way most treatment, interventions or profiling currently works for neurodiversity.

Almost by accident, we have realised that this tool can actually be applied to anyone and can in fact be used to create immense value for a business.


Benefits to Business

The neurodiversity profiling tool can be used to help businesses get the most value out of their senior leadership teams. It can be applied to individuals in a way that assumes no particular disabilities, but instead looks for areas of strength and weaknesses along with how they are all connected to each other. For example a particular strength may have developed to be very strong because of a comparative weakness.

In this context we could call in an executive profiling tool.

One perhaps scary (for some) but invaluable use of this tool, is that it can separate people who are ‘narcissistic’ from those that are neurodiverse. It can be used to uproot the people within  a team who are toxic and likely to destroy an organisation. Yes, really!

It will also enable managers to understand each other and their staff on a whole different level. For example, those who are incredible at their specific job, but struggle with the stresses of day-to-day life. Or those that who struggle with specific aspects of their job but are amazing at others.

Our tool is able to identify which recommendations, if implemented for each person, would increase the value and productivity of that employee massively.

In terms of teamwork, it will enable businesses to build complimentary teams where the aptitudes and abilities of each team member fit together almost perfectly for the task at hand.

If businesses are struggling with recruiting new talent into the workforce, the tool will enable far more targeted recruitment approaches that will attract ideal individuals for the roles recruited for.

This means less far effort to get the best candidates in the labour market.

The information that can be gathered about individuals can primarily be used to make more profit, improve working lives, and foster real acceptance and tolerance (or diversity and inclusion) in the workplace. However, with all these amazing benefits, also comes risk.

It is powerful knowledge and could also be used to cause harm if put into the wrong hands.

This is why we will need to be careful regarding which organisations this tool can be accessed by, and entrusted to.

We are in the process of converting our profiling tool for analysing difficulties into a more general tool. If you can see a use for the neurodiversity profiling tool within your organisation, let us know, and we will keep you on our radar for when version one is available.