In the wake of DEI rollbacks and that crushing feeling the world is recessing at an alarming pace, seeing designers, brands and employers continue to improve the experience for neurodiverse people is a refreshing positive.
In many cases, the challenge is not a complex one. The neurodiverse cope perfectly well in most customer and employee situations, as long as they are given clear, consistent levels of communication. That and a little flexibility in policies, plus a degree of understanding from colleagues, customer support, and, increasingly, AI agents. Successful examples include quiet hours in supermarkets or spaces in clothing outlets. They help reduce the external stimulus that most of us take as background noise.
Accessible product design is no exception. A 2023 Microsoft study found that implementing inclusive design principles can lead to a 30% increase in usability for all users. Not just the neurodiverse or those with disabilities. The company also promotes neuro-diversity as a way to promote fresh thinking in product design. And an Accenture 2020 study found companies that improve product accessibility see a 28% increase in revenue.
Looking deeper into neurodivergent design
As with other accessibility areas, incorporating neurodiversity design can make products better for the broader user base. Also adding additional curb-drop value that improves business outcomes and sales. App and websites are a key area where design thinking can improve the product for all, while improving inclusivity.
“Neurodiversity is often overlooked in product development, but is crucial to good design. These results show us that companies have a lot further still to go to remedy the accessibility gap, notes Jason Giles, VP product design at UserTesting. “This issue goes beyond product design – neurodiversity and accessibility should be considered across every aspect of life, including building diverse workplace teams. It invites diverse viewpoints from those who see the world differently, who can spot the gaps in ways neurotypical minds cannot, to create ideas and designs that are unique in a competitive landscape. Otherwise, we’re likely to see the same outputs time and again.”
“Those businesses that want to improve their accessibility standards should be constantly iterating and testing products with a diverse audience, to get to a truly inclusive solution. Companies should step up now, or risk alienating customers and ultimately losing out on business.” Giles continued.
Our neurodiverse survey said…
Survey data from UserTesting shows that 45% of participants said they experience accessibility failures in their daily interactions with companies either frequently or very frequently. But, nearly 2/3 (63%) of respondents say their organisation effectively implements measures for neurodiversity. Healthcare and technology providers do their best to cater for neurodivergnce. While retail and ecommerce have the lowest accessibility measures in place, followed by finance.
The most frequently encountered accessibility issues were, missing or inadequate captions/transcripts for videos (47%), complicated navigation for screen readers (46%) and poor colour contrast (42%).
Participants have seen many companies fail in their accessibility measures, including lack of accessibility features on websites, lack of accommodations for neurodiverse employees, inaccessible physical spaces, inaccessible digital content, poor color contrast and navigation, and unclear communication – suggesting that accessibility is often an afterthought rather than a primary consideration.
ADHD coaching boosts workplace performance
In a related neurodiversity area. The ADHD Centre released new research demonstrating the transformative impact of its evidence-based treatment and coaching services on professionals with Attention deficit hyperactivity disorder (ADHD). According to its findings, 72% of clients report a substantial improvement in their overall quality of life. While 67.6% experience a significant boost in workplace performance. And divergent thinking can add value to the workplace through unique insights and thought processes.
The UK government reports that 31% of people with a neurodiversity condition work. Compared to 54.7% of disabled people overall. But a new panel as part of the Plan for Change effort seeks to support more people into work. Helping boost living standards and grow the economy. “I am delighted to chair this panel in what I see is an important and essential piece of work considering how we drive forward neuro-inclusive practices in workplaces. Maximising the potential of all and make this become ‘business as usual’.” Said the chair of the academic panel, Professor Amanda Kirby.
Between the research and efforts to boost neurodiverse acceptance across online, retail and the workplace. There is plenty of activity to support the growing community, as part of customer or employee experience.