Defining Success
There are many ways to measure success and impact of a neuroinclusion program. Download the Document1PUBLIC© 2023 SAP SE or an SAP affiliate company. All rights reserved. ǀ
Overview
There are many ways to measure success and impact of a neuroinclusion program. The hiring
outcomes can be a valuable metric. Look beyond the hiring figures to also evaluate the impact
that neurodivergent employees have on how your organization operates and innovates.
Additional potential success measures and questions for consideration are outlined below.
Highlighting Success
Sharing success stories is another great way to measure achievements. These spotlights
can feature employees, managers, mentors, buddies, or teams. Check out the Stories the
Made Us page at Neuroinclusion at SAP for inspiration!
Whatever the preferred measurement, any neuroinclusion initiatives that lead to a more
inclusive workplace for all should be deemed a BIG success and offer motivation to
move forward!
Retention and Employee Satisfaction
Feedback
• Request feedback periodically from people involved. Insights into cultural health and
program impact can be gained. Sample questions include:
o How has the neuroinclusion program impacted your work life?
Motivation/engagement?
o What are the most and least beneficial elements of the program for you? Why?
o What are your recommendations for improving the experience with the program?
o Are there additional opportunities/technologies/community groups that should
be explored?
The spirit of innovation is essential to every organization. By hiring neurodiverse
employees, teams may witness new ways of thinking emerge. Remember: Do not expect that all
neurodivergent individuals are innovators; different perspectives can spark innovation.
• How can our employees' unique perspectives help us better serve customers, spark
innovation, and stay competitive globally?
• How can we best capture and leverage new ideas from teams involved in the program?
• What are the process improvements as well as radical innovations that have occurred?
Innovation
• Measures of impact should not end with hiring. Benchmark the level of inclusion across the
employment lifecycle.
• What is the retention rate and tenure for employees hired through the neuroinclusion
program (*if identifiable)? What is the delta (if any) to the overall workforce?
• How have employee engagement/satisfaction scores changed since launching the
program?
• What are the career development metrics (i.e., % promotions)? Delta to the overall
workforce?
Disclaimer: SAP has provided these reference materials only as a guide. You should ensure compliance with local laws and consult your legal partners for specifics relating to
regions of operations for your corporation.
Defining success
Neuroinclusion at SAP
www.sap.com/legal-notice
© 2025 SAP SE or an SAP affiliate company. All rights reserved. See Legal Notice on www.sap.com/legal-notice for use terms, disclaimers, disclosures, or restrictions related to this material.
Overview
There are many ways to measure success and impact of a neuroinclusion program. The hiring
outcomes can be a valuable metric. Look beyond the hiring figures to also evaluate the impact
that neurodivergent employees have on how your organization operates and innovates.
Additional potential success measures and questions for consideration are outlined below.
Highlighting Success
Sharing success stories is another great way to measure achievements. These spotlights
can feature employees, managers, mentors, buddies, or teams. Check out the Stories the
Made Us page at Neuroinclusion at SAP for inspiration!
Whatever the preferred measurement, any neuroinclusion initiatives that lead to a more
inclusive workplace for all should be deemed a BIG success and offer motivation to
move forward!
Retention and Employee Satisfaction
Feedback
• Request feedback periodically from people involved. Insights into cultural health and
program impact can be gained. Sample questions include:
o How has the neuroinclusion program impacted your work life?
Motivation/engagement?
o What are the most and least beneficial elements of the program for you? Why?
o What are your recommendations for improving the experience with the program?
o Are there additional opportunities/technologies/community groups that should
be explored?
The spirit of innovation is essential to every organization. By hiring neurodiverse
employees, teams may witness new ways of thinking emerge. Remember: Do not expect that all
neurodivergent individuals are innovators; different perspectives can spark innovation.
• How can our employees' unique perspectives help us better serve customers, spark
innovation, and stay competitive globally?
• How can we best capture and leverage new ideas from teams involved in the program?
• What are the process improvements as well as radical innovations that have occurred?
Innovation
• Measures of impact should not end with hiring. Benchmark the level of inclusion across the
employment lifecycle.
• What is the retention rate and tenure for employees hired through the neuroinclusion
program (*if identifiable)? What is the delta (if any) to the overall workforce?
• How have employee engagement/satisfaction scores changed since launching the
program?
• What are the career development metrics (i.e., % promotions)? Delta to the overall
workforce?
Disclaimer: SAP has provided these reference materials only as a guide. You should ensure compliance with local laws and consult your legal partners for specifics relating to
regions of operations for your corporation.
Defining success
Neuroinclusion at SAP
www.sap.com/legal-notice
© 2025 SAP SE or an SAP affiliate company. All rights reserved. See Legal Notice on www.sap.com/legal-notice for use terms, disclaimers, disclosures, or restrictions related to this material.