Neurodiversity: Embracing the Talents and Contributions of Non-Neurotypical Individuals

As a thought leader in the field of equity, diversity and inclusion (EDI), I have dedicated my career to raising awareness about the importance of embracing all forms of diversity. And while I came out early in my career as openly gay, it was not until after first receiving my MBA and then my PhD that I have begun to speak up as a neurodiverse individual with dyslexia. Perhaps there was an unconscious omission. No one asked and as a high achiever, I have developed solid coping strategies. But I have changed my perspective and now realize that my perceived flaws have always been my superpower.

Neurodiversity refers to the natural variation in cognitive abilities and neurological differences in the way people think, learn, and process information. This includes individuals who may be on the autism spectrum, have dyslexia, ADHD, or other neurological differences. As we strive for more diverse and inclusive workplaces, it is important to recognize and value the contributions of non-neurotypical individuals. While some see these conditions as disabilities, I believe they are better viewed as cognitive styles. They can also provide unique strengths and perspectives that can be beneficial to companies.

Historically, individuals with neurodivergent traits have been stigmatized and excluded from many aspects of society, including education, employment, and social life. However, a growing movement is recognizing the value and potential of neurodiversity, both for individuals and for society as a whole. Unfortunately, many companies unintentionally make it difficult for non-neurotypical individuals to succeed in the workplace.

Here are three ways companies can unintentionally create barriers for neurodiverse individuals and what they can do instead:

1.???????Rigid hiring practices: Many companies rely heavily on traditional methods of assessing job candidates, such as reading and writing tests, and traditional interviews can be overwhelming and difficult for those with conditions such as autism and ADHD. This can unintentionally exclude neurodiverse individuals who may have different ways of learning and demonstrating their abilities.

Instead, companies can expand their hiring practices to include alternative methods of assessment, such as hands-on projects or practical exercises, which can better showcase the diverse talents and abilities of candidates.

2.???????Lack of accommodations and support: Companies that don't provide accommodations and support for neurodiverse employees may unintentionally make it difficult for them to succeed. For example, a dyslexic employee may need extra time to complete written assignments or access to assistive technology to help with reading and writing.

Companies can provide accommodations such as sensor-friendly workspaces, flexible work schedules, and additional resources and training to help employees succeed.

3.???????Unconscious bias and stereotypes: Companies that hold unconscious biases and stereotypes about neurodiverse individuals may unintentionally limit their potential and undervalue their contributions. For example, assuming that someone with dyslexia is not intelligent or competent because of their difficulty with spelling or reading can lead to missed opportunities and undervalued contributions. Non-neurotypical individuals may also struggle with communication and social interactions, which can lead to misunderstandings and a lack of support.

Companies can combat unconscious bias and stereotypes by educating their employees on neurodiversity and encouraging them to recognize and celebrate the unique talents and contributions of their neurodiverse colleagues. They can encourage understanding and inclusion while respecting each person’s style without judgement.

Despite these challenges, there are numerous examples of highly successful neurodiverse individuals. For instance, Albert Einstein, Bill Gates, and Steve Jobs are all believed to have been on the autism spectrum. Additionally, Greta Thunberg, the young Swedish climate activist who has become a prominent voice for environmental advocacy, has been open about her Asperger's syndrome, a condition on the autism spectrum, and has used her unique perspective to bring attention to the urgent need for action on climate change.

While non-neurotypical individuals may face challenges in the workplace, they also bring unique talents that can benefit their employers. They possess what some call a "special genius" or unique perspective that can bring a much-needed dimension to companies and organizations. For example, employees with autism have shown themselves to be conscientious and committed to their work with high levels of honesty, reliability and integrity. They tend to be great problem solvers which can bring new ideas and fresh perspectives to their work, and they find detailed work gratifying and will focus without being distracted.?Individuals with ADHD may excel at multitasking and handling high-pressure situations. These strengths can be valuable in a wide range of industries, from tech and engineering to creative fields like design and advertising.

“At least 1 in 10 people are neuro divergent. Diversity creates opportunity. Opportunity breeds success.” —NEURODIVERSITY HUB

There are also companies that have recognized the value of neurodiverse talent and have developed strategies to attract and retain these individuals. Three such companies, SAP, Microsoft and JP Morgan Chase have seen great success with focused campaigns to hire and create a supportive environment that empowers the unique perspectives and contributions of these individuals and serve as a model for other companies.

1.???????SAP, a multinational software corporation, launched the Autism at Work program in 2016. The program provides employment opportunities for individuals on the autism spectrum and has been successful in helping to integrate these individuals into the workforce, with benefits for both the employees and the company.

2.???????At Microsoft, the Autism Hiring Program which began in 2015, seeks to attract and retain individuals on the autism spectrum by creating a supportive and accommodating work environment. The program has been successful in integrating neurodiverse individuals into the workforce and tapping into their unique talents and abilities.

3.???????JP Morgan Chase has also launched the Autism at Work program, which aims to provide employment opportunities for individuals on the autism spectrum. The program has led to increased innovation and creativity in the workplace and has been successful in integrating neurodiverse individuals into the company culture.

To create a workplace that truly embraces neurodiversity, companies must go beyond simple statements of diversity and inclusion and take concrete steps to address the specific challenges faced by neurodiverse individuals. This could include using alternative hiring processes, providing training and support for managers and colleagues, and offering accommodations tailored to individual needs. By doing so, companies can tap into the unique strengths and talents of neurodiverse individuals, leading to increased innovation, creativity, and competitiveness.

In conclusion, embracing neurodiversity in the workplace is not only a matter of social justice and inclusion, but also of strategic importance. By creating an environment that welcomes and supports the contributions of neurodiverse individuals, companies can tap into the unique strengths and talents of these individuals, leading to increased innovation, creativity, and competitiveness. It is time for companies to recognize the value of neurodiversity and to take action to create a more inclusive and diverse workforce.