How Does Society Benefit from Neurodiversity?
Each and every one of us is unique; shaped by our circumstances and upbringing, we think, act, react, and behave distinctly from others around us. And this is a GOOD thing as our uniqueness, and special set of skills and abilities enhance our schools, colleges, offices, and communities. Our individual diversity is what makes the world richer and more robust! Naturally, if diversity makes us stronger, then neurodiversity can also be strengthening.
What is Neurodiversity?
Neurodiversity describes the idea that people experience and interact with the world around them in many different ways; there is no one "right" way of thinking, learning, and behaving, and differences are not viewed as deficits.
The word neurodiversity refers to the diversity of all people, but it is often used in the context of autism spectrum disorder (ASD), as well as other neurological or developmental conditions such as ADHD, dyslexia, and other learning disabilities (1)
While traditionally, the neurodiverse have been left on the edges of society; we need to look beyond the unfamiliar mannerisms and misconceptions to understand that they bring their own brand of value to society.
Leveraging neuro-inclusiveness as a competitive edge at the workplace.
Creative problem-solving, fresher perspectives, hard work, attention, and deep focus are some advantages that neurodiverse employees bring to the workplace. It is well documented that various neurodivergent people have special skills that can translate well in the workplace; for example, employees with Asperger's are great at performing thorough and attentive work with great steady focus, while people with dyslexia tend to lean towards visual patterns and are adept at finding and identifying patterns. These are just a few examples; every individual has something to offer.
By leveraging inclusiveness, businesses can harness the power of neurodiverse talent and benefit from its advantages. This could very well become the difference between success and failure for many organizations. In a global economy, where competitive edges are slim and resource management an escalating challenge, integrating a new pool of talent can become a new marketplace differentiator.
So, why don’t we see more neurodiverse people in our offices?
It is not because neurodiversity is rare; around 15% to 20% of the population is considered neurodiverse. However, despite studies pointing towards employers gaining 30% more productivity from their neurodiverse employees, unemployment is as high as 30-40% amongst the neurodiverse population. This is 3x the rate for people with a disability and 8x the rate for people without disabilities.(2)
The cause is easy to determine. Long-standing misinformation, stigma, and just plain unwillingness to understand something ‘different’ lie at the root of the dissociation of neurodiverse people from society. Our communities and their various systems are geared towards serving the masses efficiently; slowing down or changing to help outliers is not built into the ‘greater good’ approach.
This lack of understanding and acceptance can lead to an internal barrier that prevents the neurodiverse from even applying for jobs, or if they do apply, it's very difficult for them to get hired. The same situation exists in education as well. Neurodiverse children often don’t receive adequate support or understanding from their teachers, which can lead to a breakdown in communication and misperceptions on both ends.
The solution is simple! The neurodiverse section of our society has much to offer; all that is needed is for the communities to recognize their talents and understand and accommodate their needs. Here is what is required in order to tap into their skills:
Inclusion in education.
The first step toward opening society towards neuro-inclusion is to ensure the neurodiverse have equitable access to education facilities depending on their needs and limitations. A large section of neurodiverse children is able to function in a typical school and college environment with some handholding and understanding. This can go a long way in helping them adjust in communities, as well as normalize their differences from the rest of society.
Open HR process to neurodiversity.
SAP launched the ‘Autism at Work’ program in 2016, and applicants included people with degrees in electrical engineering, biostatistics, economic statistics, computer sciences, applied and computational mathematics, and more. Some had dual degrees. Many had graduated with honors or other distinctions. One held a patent.(3) The overwhelming response showed that there is talent to be mined in the neurodiverse ecosystem; however, one has to look and keep an open mind.
Optimizing HR processes is key to opening the doors for this available and eager-to-work sector of the population. The current narrow view of recruitment needs broadening to tap into this talent pool; HR teams must be comfortable and trained to hire neurodiverse applicants, and, most importantly, there needs to be an authentic organizational vision of neuro-inclusivity, such as managers receiving training to best leverage their capabilities.
Provide an empowering environment.
For the neurodiverse community to succeed at work and in society, support must extend beyond a job offer. It is essential that employers take the time to understand potential hires better so as to tap into this immense potential. Training and onboarding processes should be tailored to the individual, and they should be given enough time to adjust, thrive and become successful.
By providing appropriate sensitization training to the workers and managers, matching skills to jobs, assigning work ‘buddies’ and ‘mentors,’ and giving clear career paths, organizations can build a supportive ecosystem at work to ensure everyone – i.e., neurodiverse employees, their teams, and the entire company – win.
By creating an environment that caters to employees who are neurodivergent, organizations ensure that everyone is able to work productively and comfortably in their designated position. Employers should consider ways to accommodate different needs, like a quiet space for those with sensory processing challenges. Accommodations like these can make a big difference in the lives of neurodiverse individuals and lead to increased job satisfaction.
Finally...
Remolding generational biases is not easy; however, the concept of neurodiversity or inclusion is neither new nor impossible. After all, we are all ‘differently-abled’ in some sense, and adjusting to include slightly different characteristics will benefit not just our immediate communities but the world at large.
“We should all celebrate neurodiversity – the world would be poorer and life duller if we were all the same.”
