Deloitte research shows that a neurodiverse workforce can be as reliable and creative as a homogenous one.

That’s why companies like Dell, Microsoft and SAP have created outreach programs specifically for job candidates who are neurodivergent. But getting neurodiverse teams to work well means rethinking some traditional workplace practices.

Neurodivergence includes conditions such as autism, attention-deficit/hyperactivity disorder, dyslexia and dyspraxia. The term “neurodivergence” is also related to “neurodiversity,” which refers to the fact that we all experience the world differently. There is no one correct way to think or learn or communicate, which is why neurodiverse teams can be such a benefit to companies.

There are many practical reasons for companies to build neurodiverse teams. The Deloitte study reports that teams with neurodivergent professionals in some roles can be 30% more productive than those without them. Inclusion and integration of neurodivergent professionals can also boost team morale.

One real-world example of the benefits of neurodiversity for businesses: After investment bank JP Morgan Chase started its Autism at Work program, the company found that the employees in the program made fewer errors and they were up to 140% more productive than neurotypical employees.

For these reasons, a growing number of businesses are seeking to bring neurodiversity to their workforce. Unfortunately, typical management practices screen out good neurodivergent talent from teams. The good news is that with simple modifications, you can minimize bias across the workforce.

Here are eight tips for supporting neurodivergent employees to address in your training efforts.

1. Rethink Your Own Conditioning

We’ve universally accepted that a “good” employee looks you in the eye, has a “firm handshake” and excels at jovial small talk. It’s time to rethink this. If a firm handshake isn’t required for the role, then why eliminate someone who doesn’t have one? The same goes for eye contact. If it’s not integral to the job, why judge an employee because their eye contact doesn’t conform to a preconceived norm? Training can help by encouraging managers and executives to rethink what we have conventionally considered “good” traits in job candidates and in current employees.

2. Consider the Environment

Certain sensory stimuli may interfere with a neurodivergent employee’s ability to focus. Fluorescent lighting, buzzing sounds and strong smells, such as colognes, breath and even permanent markers can be distracting. To be inclusive, learning environments should be designed with these considerations in mind. Managers wondering why their employees are unfocused should consider their work environment and make adjustments as needed.

3. Allow for Meeting Preparation

Many people on the autism spectrum are visual thinkers. These employees benefit from knowing the meeting, or training, agenda — including the questions that will be asked of them — in advance. Knowing what to expect puts these employees at ease.

4. Ask Questions – Literally!

Training should teach managers and others to avoid abstract language and metaphors like “think outside the box” or “over the moon,” as it may confuse someone who thinks literally. Replace open-ended questions like, “Are you willing to work overtime?” with a question that includes specific examples, such as “We will be open longer during the holidays. Are you willing to work extra hours during that time?”

5. Focus on Hard Skills

Does the candidate have the “hard” or technical skills for the role? Soft skills are a necessity for some roles, but not all positions require them. If a job is mostly technical, then assess for those skills.

6. Augment Assessments

To assess an employee’s performance, augment the verbal assessment with appropriate tools. Allow keyboard use for written assessments. Review performance expectations with the employee so that they clearly understand the responsibilities of the role. Keep in mind that sometimes a minor modification to a job will allow you to engage a talented employee who might otherwise be lost. At our organization, we have an employee who just celebrated 30 successful years in a customer service role she was able to fill because grocery bagging was removed from her responsibilities.

7. It’s Not All About the Money

Employees who are neurodivergent often seek roles that are highly consistent. And like everyone else, these workers want to make an impact. Financial incentives and career advancement aren’t always their top priorities. Make sure these learners understand how their work will contribute to the overall success of the organization.

8. Provide Training Organization-wide

Neurodiverse employees are often overlooked in the workplace by well-intentioned coworkers and managers. To make sure your company doesn’t lose talented employees, train everyone involved in working with neurodivergent employees on the tips outlined above.

It’s time to acknowledge that divergent ways of thinking, learning, and processing information are part of the normal variation of the human condition and can be a unique advantage. By updating your management and communication styles, your company will be better positioned to benefit from the full pool of available talent.

Ultimately, creating a workplace that is inclusive of neurodiversity will benefit neurodivergent thinkers — and everyone else, too.