Benefits of Hiring Neurodivergent Domestic Staff

Being and Thinking Differently, Makes a Difference

"Gillian isn't sick. She's a dancer."

Perhaps some of you are aware of Gillian Lynne's story. As a young girl she was struggling through school. Her teachers would regularly report to Gillian's parents that she caused classroom disturbances because she can't sit still and is always fidgeting. They were convinced she had a learning disability.

Gillian's mother, convinced that her daughter was ill, brought her to a doctor. The doctor spoke with mother and daughter. At one point he asked if Gillian would step out of the room so that he could speak with Gillian's mother. Gillian did so. The doctor proceeded to turn on the radio and he asked that Gillian's mother looked at her daughter who was moving with grace to the music.

The doctor said to Gillian's mother "you see, Gillian isn't sick. She's a dancer." That is how Gillian Lynne's story begins prior to joining Britain's Royal Ballet and eventually becomes a famous choreographer. Gillian is ADHD and she likes to move. And within her ADHD and desire to move emerges something beautiful.

"Gillian isn't sick. She's a dancer."

Gillian's is an extraordinary story, but not an unusual one. One of the world's greatest gymnasts, Simone Biles, is also ADHD. While she has sometimes struggled, she is a wonder to observe.

I think these stories are a perfect segue into something I've been wanting to write for quite some time. I've been wanting to write about the benefits of hiring the neurodivergent and those with mental health challenges like Bipolar I or II. The subject has been tackled for industries other than Private Service, but I want to make the case for the unique advantages in hiring those who think and act differently in the Domestic Staff field.

Far too many neurodivergent or bipolar individuals suffer from low self esteem and believe that no employer would want to hire them--so, they hide in the dark. It's a terrible thing to feel, but they are not 100% wrong. There is still a lot of misunderstanding out there that prevents employers from recognizing the benefits of building a diverse team when hiring. I know some employers will be open to at least hearing a case made for diversity, and others will not. Listening and understanding may not lead to hiring, but I'm a firm believer in spreading the word.

So, why hire "difference"?

1. Leveraging Unique Strengths

• Attention to Detail: Neurodivergent individuals often excel in roles requiring precision, routine, and a high degree of focus. These are traits and abilities we seek in Private Service employees.

• Innovative Thinking: Cognitive diversity often leads to creative thinking and novel ideas that can be applied to household challenges when they occur. I've always believed there are solutions to most problems. For example, bipolar individuals often think deeper and distinctly. Where others might struggle with creative solutions, someone who is bipolar might have the ability to bring fresh perspectives.

  
  

2. Commitment to Inclusion and Equity

• Ethical Responsibility: Promoting equal opportunities fosters social equity and challenges stigma, reflecting an employer’s commitment to fairness. When I walk into a client's home, I immediately get a sense whether it is a happy environment or not. Inclusive hiring practises can make a critical difference.

• Diverse Perspectives: A neurodiverse team can offer varied viewpoints, improving decision-making and adaptability in dynamic environments like UHNW residences.

  
  

4. Employee Loyalty and Retention

• Job Satisfaction: Supportive environments build loyalty and reduce turnover. Neurodivergent employees often thrive in roles where their strengths are recognized. Employers who place trust and confidence in them, inevitably receive loyalty in return.

• Tailored Roles: It is important to match duties to an individual’s strengths (e.g., a detail-oriented person managing and juggle schedules and oversee inventories). Good managers always want to set up an employee for success and matching duties with strengths is good management.

  
  

5. Accommodations and Support

• Open Communication: Regular check-ins and feedback loops help address needs proactively, helping to maximize mutual success.

  
  

6. Avoid Stereotypes

• Individuality Matters: Neurodivergent individuals and those who are bipolar are not defined by their diagnoses. Employers able to see beyond a diagnosis and recognize skills and qualifications are often well served by thinking expansively when hiring.

Those who know me understand I don't sugarcoat matters. I'm a realist and recognize that challenges will arise (don't challenges occur with all employees?). But, I also believe that a supportive work culture is effective management and effective management can lead to unexpected benefits.

In summary, I'm making the case for candidates being assessed on their ability to perform a role without speculative assumptions about limitations. Hiring neurodivergent individuals or those who are bipolar, etc. can enrich a domestic staff team and unlock potential of a different kind. Thinking outside the box and hiring individuals who regularly think outside the box, might be just the thing for some employers. And, to those employers, I say good on you!

Scott Munden is President of Portico Inc., specializing in household staffing for ultra-high-net-worth families.

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