Why Neurodiversity Is a Game Changer for Organisations
Today, one in seven people identify as neurodivergent. Despite this, only 15% are employed. By overlooking this significant talent pool, UK businesses are missing out on a wealth of potential that could drive innovation, efficiency and success.
Neurodiversity is an umbrella term that encompasses conditions like autism, dyspraxia, dyslexia and ADHD. A main differentiator is the way people’s brains process information, how they learn and behave.
Unfortunately, businesses often focus on the perceived challenges of this, rather than the valuable benefits which include innovation, problem-solving and contrasting perspectives – all the hallmarks of a thriving modern
workplace.
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Neurodiversity opens many doors
Fostering an inclusive environment and tapping into this wider talent pool will enable companies to attract and retain top performers who bring a unique set of skills and ideas to the table.
To accomplish this, organisations need to first establish an inclusive workplace to create a psychologically safe environment. In doing so, businesses ensure neurodiverse employees feel valued, safe and able to express their opinions, which in turn fosters a sense of belonging and loyalty, leading to a more stable and committed workforce.
The benefits businesses stand to unlock don’t stop there. Neurodiverse individuals often think differently and approach problems in a unique way. Within a business environment, this can help to solve internal or customer challenges via previously unthought of solutions.
Additionally, those with conditions like ADHD can exhibit exceptional hyperfocus, allowing them to delve into tasks in great depth and excel at detail-orientated work. This could include a wide range of responsibilities such as software coding and testing, data analysis and auditing.
Alongside this, some neurodiverse people can identify patterns and connections that might otherwise go undiscovered. In fact, people with autism are 40% faster at completing tests that require pattern recognition and visual thinking than those without.
Within the technology sector, this may materialise as an individual working in a data analysis role identifying a recurring issue raised across numerous customer calls. They could then alert the development team, who might propose a software update or introduce a new process to address the issue proactively, improving both the product and customer experience.
How to create a successful neurodiverse environment
Clearly, this group of individuals can drive innovation and creativity, but the question remains: how can organisations create an inclusive environment to empower the team? Businesses need to encourage open communication about their individual needs and preferences as this will allow them to understand how they work best and therefore, allow management to tailor their approach to suit.
Behavioural and motivation assessments, which help managers work more effectively with their teams and support everyone, can help achieve this. In fact, employees who feel their voice is heard are almost five times more likely to perform their best work.
Companies should ask about these factors during the hiring process to ensure teams can prepare in advance of an individual joining and also give the new starter peace of mind. However, it can’t stop there.
Businesses need to also regularly check in with all employees throughout their time at the company. This is important because preferences and needs change, and the management of that individual can be updated to reflect this.
Once these conversations have taken place, businesses must consider how to tailor their approach. For example, this might include offering flexible work schedules that allow them to start and finish later in the workday.
In addition, adjustments could also consist of customising communication, so briefs are shared in specific formats with prioritised tasks highlighted, or personalised workstations that address sensory needs like minimal overhead lighting.
Finally, businesses need to provide regular training for managers and employees. Training managers fosters a greater understanding of the specific needs of those in their team and training employees creates a more inclusive work environment that’s built on awareness and appreciation. Inclusivity and communication are never a tick-box exercise, but rather something that is consistently front of mind.
A true game changer: time to employ a neurodiverse team
Today’s fast-paced and competitive business landscape demands innovative solutions. Neurodivergent individuals, with their unique perspectives and problem-solving abilities, can be a game-changer for businesses. While many companies are embracing diversity and inclusion, the untapped potential of neurodiverse talent often remains overlooked.
However, those that recognise and harness the unique strengths and perspectives of neurodiverse employees will be in a better position to foster innovation, enhance creativity and build a more equitable and inclusive workplace – positioning themselves for long-term success.
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