In our February 2021 Newsletter Morgan Latif tackled the topic of neurodiversity, an often overlooked, yet critically important form of diversity.
When most people consider diversity they immediately think of physical characteristics, such as gender or race. Neurodiversity, on the other hand, focuses on an individual’s ability to learn, their mood, and other functions of the brain. Employees who are neurodiverse typically fall on the autism spectrum. Research suggests one in every 100 people falls into this category, but they are often overlooked when it comes to employment, despite being highly capable and often extremely talented.
- Leaders who embrace greater neurodiversity can:
- Open up their businesses to a broader range of perspectives
- Discover new ways of problem-solving
- Deliver bigger efficiency gains
- Create a more open and inclusive working environment
Spotlight on Neurodiversity
Neurodiverse candidates are often highly intelligent people with very specialist skills. However, standard recruitment processes don’t accommodate for their needs, leaving many to fall through the gaps. As a result, unemployment among neurodiverse people is a staggeringly high 80%.
Some forward-thinking businesses have spotted this and are leading change with a raft of visionary policies. Big companies, such as Microsoft, Ford, Dell Technologies, Deloitte, and IBM, have already overhauled – or are in the process of overhauling – their HR practices in order to tap into the neurodiverse talent pool. Those who have done so report improvements in productivity, efficiency, and innovation.
Of course, supporting neurominorities goes far beyond the hiring process. Certain workplace accommodations also need to be met, such as noise-cancelling headphones to allow focus and open-minded approaches to behavioural eccentricities. Most workplaces are not designed with neurodiverse people in mind, which means large changes are often required for businesses keen to take on candidates.
Hiring neurodiverse candidates not only encourages a healthy discourse around the way the brain works, but it adds real value to a business. The term itself covers a broad spectrum of conditions, including ADHD, autism, and dyslexia, among others. These conditions are not seen as a hindrance, but a positive: often, neurodiverse candidates see things in a completely different way and can help solve persistent problems where others have failed to do so.
On the topic, John Elder Robison, co-chair of the Neurodiversity Working Group at the College of William & Mary, told the Harvard Business Review: “Many individuals who embrace the concept of neurodiversity believe that people with differences do not need to be cured; they need help and accommodation instead.”
From Our Network
Our network includes some of Europe’s most talented, innovative and forward-thinking leaders. Who better to ask about their own experiences and learnings around neurodiversity?
For this edition of The Leader, we’ve received a brilliant book recommendation from our network: Hit Refresh by Satya Nadella.
At its core, the book charts Nadella’s journey of self-discovery during his ambitious quest to change the culture within Microsoft. By looking inward, Nadella was able to reassess himself, placing greater emphasis on empathy and humanist principles. As a result, Microsoft entered a new phase of prosperity.
Throughout the book, he challenges leaders, organizations, and societies to seek similar change and “hit refresh” in order to find new energy and new ideas. For leaders, this is the key takeaway.
It’s time to rethink the conversation about neurodiversity. In a rapidly changing world, dominated by technology, new ways of thinking are needed to innovate and excel. Hit Refresh calls for a change in perspective in how leaders think and act as people; embracing neurodiversity is just one aspect of this.
Where to Next
With diversity becoming an increasingly important topic over the last 12 months, neurodiversity has also come into focus.
While researching the subject, we came across some fantastic resources, so we’ve put together this recommended reading and viewing list:
Read
Fast Company – What Is Neurodiversity And Why We Should Embrace It. Jenara Nerenberg, a neurodivergent writer, provides a concise, easy-to-understand overview of neurodiversity, touching on how it can add value to businesses, and how companies can improve the workplace for neurodiverse employees.
Forbes – The World Needs Neurodiversity: Unusual Times Call For Unusual Thinking. Organizational psychologist Nancy Doyle tells us what’s been like for neurominorities living through covid, and how they can help rebuild the post-pandemic world for the better.
The Neurodiverse Workplace: An Employer’s Guide to Managing and Working with. A practical, actionable guide that shows managers how to build and maintain neuro-friendly workplaces, support neurodiverse employees and get the most out of their talents.
Watch
Neurodiversity, Work and Me. Neurodiverse HSBC employees open up about their experiences in the workplace, while sharing their skills and talents, and some common misconceptions about neurodiverse people.
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