Neurodiversity in the Workforce: Nitin Khanna Of N3 Business Advisors On Why It’s Important To Include Neurodiverse Employees & How To Make Your Workplace More Neuro-Inclusive
An Interview With Eric Pines
Understand Individual Needs: Tailor accommodations to suit each employee’s strengths and challenges.
Research suggests that up to 15–20% of the U.S. population is neurodivergent. There has been a slow but vitally important rise in companies embracing neurodiversity. How can companies support neurodiversity in the workplace? What are some benefits of including neurodiverse employees? To address these questions, we are talking to successful business leaders who can share stories and insights from their experience about “Neurodiversity in the Workforce”. As a part of this series, we had the pleasure of interviewing Nitin Khanna, CFA.
Nitin Khanna is a seasoned entrepreneur and the founder of several multimillion-dollar enterprises, including N3 Business Advisors, N3 Mortgage Capital, and Perk Capital Advisors. As a leading expert in mergers and acquisitions within the construction industry, he has built N3 Business Advisors into Canada’s largest boutique M&A advisory firm specializing in this sector. With a proven track record of driving success, Nitin is always eager to support and mentor upcoming entrepreneurs, helping them unlock their full potential and achieve transformative growth.
Thank you so much for joining us in this interview series! Before we dive in, our readers would love to get to know you a bit better. Can you tell us about your backstory and how you ended up where you are today?
Thank you for inviting me. My journey into entrepreneurship has been both exciting and transformative. From a young age, I was fascinated by the idea of creating value, whether through business ventures, building relationships, or solving complex challenges. This curiosity led me to explore different industries, where I quickly noticed gaps in how small and medium-sized businesses were being served.
Over the years, I’ve had the privilege of founding several successful companies, including N3 Business Advisors, Canada’s largest boutique M&A advisory firm specializing in the construction industry. This focus wasn’t by chance — I recognized that construction business owners often lacked the specialized guidance needed to grow, scale, or transition their companies effectively.
Today, I also run Nitin Business Builder and other ventures that focus on helping business owners unlock the full potential of their enterprises. It’s incredibly fulfilling to contribute to their success and help shape the industries we serve.
You are a successful leader. Which three character traits do you think were most instrumental to your success? Can you share a story or example for each?
- Vision:
Having a clear vision has always been my guiding principle. When I started N3 Business Advisors, I knew I wanted to create a specialized M&A firm that focused exclusively on the construction industry. At the time, most advisory firms were too general and didn’t understand the nuances of construction businesses. By committing to this niche and building expertise, we’ve been able to deliver unparalleled value to our clients. For instance, a few years ago, we helped a family-run general contracting business achieve a sale price far above market expectations by aligning the deal with their long-term vision for legacy and growth. - Resilience:
Every entrepreneur faces setbacks, and I’m no exception. Early in my career, I worked on a deal that was nearing completion when market conditions suddenly changed, causing it to fall through. It was a tough moment, but I didn’t let it define me. I took a step back, reevaluated our approach, and eventually closed another deal for the same client that exceeded their expectations. Resilience taught me that no challenge is permanent, and adaptability is key to success. - Empathy:
Empathy has been a cornerstone of my leadership style. I once worked with a construction business owner who was deeply hesitant about selling because of the emotional connection to their company. By taking the time to understand their concerns and crafting a personalized strategy, we found a buyer who shared their values and respected their legacy. This approach not only resulted in a successful transaction but also in a lasting relationship built on trust.
Can you share a story about one of your greatest work-related struggles? How did you overcome it?
One of the most challenging periods was during the 2019–2020 Covid crisis. The construction industry was hit hard, and many business owners were paralyzed by uncertainty, making it difficult to initiate M&A deals.
To adapt, I shifted my focus from transactions to education. I began offering free consultations and creating resources to help business owners understand the long-term benefits of preparing for an eventual sale, even during tough economic times. This approach not only kept the business afloat but also strengthened relationships with clients who valued the insights and support we provided. By the time the market rebounded, those efforts positioned us as trusted advisors, leading to a surge in new opportunities.
What are some of the most interesting or exciting projects you are working on right now?
I’m currently working on several exciting projects, including the sale of a long-standing family-owned construction company to a private equity firm. This deal is unique because the owners want to ensure that the company’s culture and legacy are preserved while also setting it up for future growth.
Another project involves a concrete contracting business where we’re leveraging detailed financial and market analysis to secure a record-breaking sale. These projects are exciting because they showcase the impact of strategic planning and personalized approaches in achieving outstanding outcomes for our clients.
Fantastic. Let’s now shift to our discussion about neurodiversity in the workforce. Can you tell our readers about your experience working with initiatives to include neurodiverse employees? Can you share a story with us?
Inclusivity has always been a priority for me, not just as a leader but also as someone who values diverse perspectives. While my companies primarily focus on M&A and advisory services, I’ve made it a point to create work environments where neurodiverse employees can thrive.
For example, one of our team members, who identifies as neurodivergent, excelled at data analysis and pattern recognition. We tailored their responsibilities to leverage these strengths and provided accommodations such as flexible work hours. The result was not only a more engaged employee but also a significant improvement in the accuracy and efficiency of our financial modeling processes.
Can you articulate a few reasons why it is so important for a business or organization to have an inclusive work culture?
- Diversity Drives Innovation: Different perspectives lead to more creative problem-solving.
- Stronger Teams: Inclusivity fosters a sense of belonging, which enhances team collaboration and loyalty.
- Better Business Outcomes: Research consistently shows that inclusive companies outperform their peers in profitability and employee satisfaction.
Can you share a few examples of ideas that were implemented at your workplace to help include neurodiverse employees? How was the work culture affected as a result?
We’ve implemented several initiatives:
- Structured Workflows: Breaking down tasks into clear, manageable steps with defined goals.
- Flexible Accommodations: Allowing team members to choose their work environment, whether it’s remote, hybrid, or in-office.
- Mentorship Programs: Pairing neurodiverse employees with mentors to provide guidance and support.
These changes have had a profound impact on our culture, fostering greater collaboration, empathy, and a shared sense of purpose across the organization.
What are some of the challenges or obstacles to including neurodivergent employees? What needs to be done to address those obstacles?
One of the main challenges is a lack of awareness and understanding among team members. To address this, companies need to invest in training programs that educate employees on neurodiversity and the value it brings to the workplace. Another challenge is the stigma that neurodivergent employees may face, which can be mitigated through open communication and inclusive policies.
How do you and your organization educate yourselves and your teams on the concept of neurodiversity and the needs of neurodivergent employees? Are there any resources, training, or workshops that you have found particularly helpful?
We’ve collaborated with experts to conduct workshops and provide ongoing training on neurodiversity. Platforms like the Neurodiversity Hub and specialized consultants have been incredibly helpful in shaping our approach and ensuring our practices align with the latest research and recommendations.
Can you share five best practices to make a workplace more welcoming and inclusive for neurodivergent employees?
- Understand Individual Needs: Tailor accommodations to suit each employee’s strengths and challenges.
- Provide Training: Educate the team to foster empathy and understanding.
- Encourage Feedback: Create safe channels for employees to share their experiences.
- Focus on Strengths: Assign tasks that align with the unique abilities of neurodivergent employees.
- Promote Open Communication: Use clear and consistent communication tools and strategies.
Can you share your favorite “Life Lesson Quote”? How has it been relevant in your own life?
“Success is not final, failure is not fatal: it is the courage to continue that counts.” This quote has guided me through both triumphs and challenges. It reminds me to stay grounded during successes and resilient during setbacks, such as the Covid-19 crisis when perseverance helped me rebuild and grow.
If you could inspire a movement that would bring the greatest good to the greatest number of people, what would it be?
I would champion a movement focused on making financial literacy and business education accessible to small and medium-sized business owners. By empowering them with the tools and knowledge to succeed, we can create more resilient economies and thriving communities.
How can our readers follow your work online?
Readers can follow my work through the websites of N3 Business Advisors and Nitin Business Builder, as well as my LinkedIn profile, where I share insights on M&A, entrepreneurship, and leadership.
This was very inspiring. Thank you so much for the time you spent with this. We wish you continued success and good health!
About the Interviewer: Eric L. Pines is a nationally recognized federal employment lawyer, mediator, and attorney business coach. He represents federal employees and acts as in-house counsel for over fifty thousand federal employees through his work as a federal employee labor union representative. A formal federal employee himself, Mr. Pines began his federal employment law career as in-house counsel for AFGE Local 1923 which is in Social Security Administration’s headquarters and is the largest federal union local in the world. He presently serves as AFGE 1923’s Chief Counsel as well as in-house counsel for all FEMA bargaining unit employees and numerous Department of Defense and Veteran Affairs unions.
While he and his firm specialize in representing federal employees from all federal agencies and in reference to virtually all federal employee matters, his firm has placed special attention on representing Veteran Affairs doctors and nurses hired under the authority of Title. He and his firm have a particular passion in representing disabled federal employees with their requests for medical and religious reasonable accommodations when those accommodations are warranted under the Rehabilitation Act of 1973 (ADA). He also represents them with their requests for Federal Employee Disability Retirement (OPM) when an accommodation would not be possible.
Mr. Pines has also served as a mediator for numerous federal agencies including serving a year as the Library of Congress’ in-house EEO Mediator. He has also served as an expert witness in federal court for federal employee matters. He has also worked as an EEO technical writer drafting hundreds of Final Agency Decisions for the federal sector.
Mr. Pines’ firm is headquartered in Houston, Texas and has offices in Baltimore, Maryland and Atlanta, Georgia. His first passion is his wife and five children. He plays classical and rock guitar and enjoys playing ice hockey, running, and biking. Please visit his websites at www.pinesfederal.com and www.toughinjurylawyers.com. He can also be reached at [email protected].
Neurodiversity in the Workforce: Nitin Khanna Of N3 Business Advisors On Why It’s Important To… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.