Embracing neurodiversity: Why CPA firms should consider neurodiverse employees

by Katie Ping, Autism Action Partnership

In today’s competitive business environment, employers in all professions and industries—including CPA firms—are constantly seeking ways to enhance their performance, innovation, and overall effectiveness. One often-overlooked strategy is the inclusion of neurodiverse employees, particularly those with Autism Spectrum Disorder. By tapping into this underutilized talent pool, CPA firms not only can address skill shortages but also bring unique perspectives and strengths to their teams. Programs like Autism Action Partnership’s Prosper Workforce Services provide essential support in this endeavor.

The case for neurodiversity in CPA firms

Enhanced problem-solving & analytical skills
Neurodiverse individuals, such as those with autism, frequently possess exceptional analytical and problem-solving skills. These traits are incredibly valuable in CPA firms, where precision, attention to detail, and strong analytical abilities are crucial. By leveraging these skills, firms can improve their accuracy and efficiency in financial analysis and reporting.

“We’ve had amazing results for our employer partners through this program,” said Marcia Prideaux, program director for Prosper Workforce Services (PWS) at Autism Action Partnership. “We have an employer partner who was surprised by the production level of our participant his first week on the job, so much so that they audited the previous day’s work. The audit revealed not only above-average production but an accuracy level typical of a seasoned employee. That employer called us when they had an opening for a similar position, and they now employ several participants through PWS.”

Diverse perspectives
A diverse workforce is a powerhouse of innovation. Neurodiverse employees bring unique insights and different ways of thinking, which can lead to creative solutions and improved processes. This diversity in thought can help CPA firms stay ahead in a rapidly changing business environment.

Improved company culture
Inclusive hiring practices contribute to a more accepting and supportive work environment. This can significantly enhance company culture, leading to higher employee satisfaction and retention rates. A workplace that values diversity is often more collaborative and positive, benefiting all employees.

Talent shortage solutions
CPA firms often struggle to find skilled professionals. By considering neurodiverse candidates, firms can tap into a largely underutilized talent pool, addressing skill shortages and enhancing workforce capability. This approach not only fills vacancies but also enriches the talent base with individuals who offer unique strengths.

Supporting neurodiverse employees

Tailored recruitment processes
Adjusting recruitment processes to be more inclusive can help neurodiverse candidates showcase their strengths. This may involve offering alternative ways to demonstrate skills beyond traditional interviews, such as practical assessments or work trials.

Workplace accommodations
Providing necessary accommodations is key to helping neurodiverse employees thrive. This can include flexible work schedules, quiet workspaces, and clear, concise instructions. Small adjustments can make a significant difference in an employee’s productivity and comfort.

Training & acceptance
Implementing training programs for staff to increase awareness and understanding of neurodiversity can foster a more supportive and inclusive work environment. Educating all employees about the benefits and needs of neurodiverse colleagues ensures a cohesive and collaborative team dynamic.

Autism Action Partnership’s Prosper Workforce Services

Autism Action Partnership (AAP) is dedicated to creating employment opportunities for individuals with autism. AAP’s Prosper Workforce Services program focuses on workforce development and provides vital support to both job seekers and employers.

Customized job matching
Prosper Workforce Services works closely with employers to match job seekers with autism to roles that fit their skills and interests. This personalized approach ensures that candidates are placed in positions where they can excel. A PWS participant shared his experience working alongside program staff. “When I first started my job, I was not working as efficiently as I could have been and PWS came in and helped me develop more efficient ways of doing the tasks at hand.”

Workplace readiness training
PWS offers one-on-one coaching and group training to help individuals with autism develop the skills needed to succeed in the workplace, including communication, social, and technical skills. This preparation is crucial for smooth integration into the workforce.

Ongoing support
Prosper Workforce Services provides continuous support to both employees and employers to ensure successful integration and job retention. This includes job coaching and mentoring, helping to address any challenges that arise.

Employer partnerships
AAP collaborates with employers to create more inclusive hiring practices and provide guidance on how to effectively support neurodiverse employees. These partnerships are essential for building inclusive workplaces that benefit from diverse talent. From CPA firms to labs to daycare centers, PWS finds fulfillment in addressing the needs of both job seekers and employers in our community.

“We recently had PWS do an internal team training that taught our employees about neurodiverse individuals and their unique perspective on the world and workplace,” said Shameah Sayed with AuditMiner. “Within AuditMiner, we’ve been able to embrace a diverse range of thinking styles, which in turn has helped drive innovation and foster a more inclusive workplace culture.”

By considering neurodiverse employees, CPA firms can gain a competitive edge, improve workplace culture, and contribute to a more inclusive society. Programs like Autism Action Partnership’s Prosper Workforce Services offer essential support, making it easier for firms to integrate and benefit from the unique strengths of neurodiverse individuals. Embracing neurodiversity is not just a socially responsible choice but a strategic business decision that can drive innovation and success in the accounting profession.

Katie Ping is the development and communication manager for the Autism Action Partnership. You may reach her at (402) 763-8830 or kping@autismaction.org.

Reprinted with the permission of The Nebraska Society of CPAs.