Iris Gallmann – CEO of auticon Switzerland. Leveraging the power of neurodiverse talent.
Neurodivergence is a concept that emphasizes the natural variation in human neurological traits and conditions. The term encompasses many labeled variations, including autism, ADHD, dyslexia and more.
Many neurodivergent professionals have higher-than-average abilities, and data shows that some neurological variations, including autism and dyslexia, can bestow special skills in pattern recognition, memory and mathematics.
In recent years, there has been a growing recognition of the value of hiring neurodivergent professionals in the workplace, which encompasses up to 15% of the population. Based on these findings and my own experience, I would like to explore the benefits of fostering neurodiversity in your organization.
Diverse Perspectives Fuel Innovation
Research conducted by Harvard Business Review found that neurodiverse teams consistently outperformed their non-neurodiverse counterparts in creativity and innovation. The different cognitive styles challenge conventional thinking and encourage the development of innovative solutions.
In short, teams benefit from professionals with diverse beliefs, backgrounds and values to balance out the biases that would occur if product development were in the hands of only a narrow subset of humanity.
Enhanced Productivity And Performance
One presentation on a study on autism employment practices noted that neurodiverse employees tend to excel in tasks that require precision, consistency and a high level of focus. This attention to detail can lead to improved accuracy in various job roles, such as data analysis, quality assurance and software testing. Specifically, JPMorgan Chase’s Autism at Work initiative found this group to be 90% to 140% more productive than other employees.
The IDF’s Special Intelligence Unit 9900, held responsible for segmenting aerial and satellite images, has staffed a team with individuals who are on the autism spectrum. The neurodivergent group has shown that they can spot patterns others do not and prove to be a very valuable addition to the organization. Other examples can be found within prominent companies like SAP, Hewlett Packard Enterprise and Microsoft; they have all created special programs to tap into the neurodivergent talent pool.
Inclusive Work Environments Promote Employee Well-Being
Creating an inclusive workplace that welcomes neurodiversity can not only benefit your organization but, according to research published in the Journal of Autism and Developmental Disorders, also promote the well-being of all of your employees.
On several occasions, I’ve found that neurodivergent thinkers can put great value in honesty, and thus, they are able to disrupt group think, encourage healthy debates and increase the experienced level of social safety within a team.
As I am a very candid and honest person myself, this frankness has baffled me less than other leaders, and it is a trait in many autistic people that I value a lot. If your idea has no merit, it can help to have someone who will not shy away from directly saying so. If you are able to set your ego aside, this is extremely valuable and time-saving. Often, an employee who is willing to be more direct has reasons for dismissing an idea or plan.
Overcoming Skill Gaps And Talent Shortages
In many industries, like IT/technology, there are enormous skill gaps and talent shortages that organizations struggle to fill. Korn Ferry predicts that these gaps will only widen in the upcoming years. Hiring neurodiverse professionals can help address this issue.
UN Secretary-General Ban Ki-moon remarked on World Autism Awareness Day that neurodiverse individuals are an underutilized talent resource, with unemployment for this demographic estimated to be as high as 80% in some countries (this figure includes people with more severe forms of autism). By tapping into this talent pool, I believe organizations can bridge skill gaps and solidify their growth potential.
Legal And Ethical Imperatives
There is also a growing legal and ethical imperative to embrace neurodiversity in the workplace. Many countries have enacted anti-discrimination laws and regulations that protect the rights of individuals with disabilities, including those who are neurodivergent. Failing to provide equal employment opportunities to neurodiverse individuals can lead to legal consequences and damage a company’s reputation. Therefore, it is not only a matter of ethics but also a matter of compliance with anti-discrimination laws.
Supporting Diversity Initiatives
Individuals with neurodiversity often require workplace adjustments, and Harvard Business Review cites using headphones as a common strategy to reduce auditory sensitivity along with allowing access to quiet areas and having adaptable lighting; these can all help to effectively harness your workers’ skills and potential. Sometimes, they have ticks or pacifying behaviors that may be seen as eccentric or a different way of interacting than most are used to. This means your teams and managers will need to be curious and open to finding new ways of interacting.
In my experience, the majority of accommodations are both feasible and highly beneficial in terms of the outcomes they deliver. Plus, by actively promoting neurodiversity, companies send a powerful message about their commitment to inclusivity and equal opportunities for all employees.
Conclusion
Not only can diversity of thought improve your bottom line through unfettered discoveries and breakthrough innovations, but even simply being exposed to this type of diversity can change the way you think. Scientific research supports how neurodiversity can bring numerous benefits to organizations, including increased innovation, enhanced productivity and a more inclusive workplace culture.
Having said all the above, I envision a future where we no longer categorize individuals based on neurotypical and neurodiverse spectrums but recognize all distinctive traits as part of a unified human continuum. A future where the qualities attributed to autism, such as hyper-focus or specialized thinking, are appreciated in much the same way we regard empathy, humor or ambition in any esteemed colleague.
In such a future, the dialogue changes. It’s not about us versus them or working with a group of people who are fundamentally different. Instead, it’s about integrating all unique characteristics and abilities into a more inclusive concept of shared humanity. We will acknowledge that every trait, whether it is currently associated with neurodiversity or viewed as a standard human attribute, has its place in the rich tapestry of what it means to be human.
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