Neurodiversity in the Workplace

 Diverse normal brain functions make up what is known as neurodiversity. While the majority of people experience typical brain development, approximately 15% to 20% of the population is affected by neurodiversity. This means they might not think, act, or see things in the same way as "normal" or "neurotypical" people (Chapman, 2021). Multiple studies have shown that teams with a wide range of backgrounds and perspectives actually produce better results financially and conceptually. Despite the fact that diverse teams are often quite good at brainstorming, neurodiversity in the workplace truly causes individuals to think differently. This led to the establishment of neurodiverse talent programs at several companies, including SAP, Microsoft, and Dell. Once we have established what neurodiversity and neurodiversity entail, we can go on to discuss their implications and the ways in which your company may back them (Celik et al., 2021).

Neurology Varieties and Neurodiversity

Different people's brains interpret information in various ways; this phenomenon is known as neurodiversity. Because we all have had unique experiences in life, no two people's opinions are ever going to be identical (Celik et al., 2021). Consequently, there isn't just one "right" way to educate, learn, or behave; rather, there are a plethora of competing modalities. We are mostly neurotypical. So, we conform to societal standards in terms of how we act, think, and process information. Surprisingly, neurodiversity affects just a small percentage of the population. A person is considered neurodiversity if their mental processes differ significantly from the norm. Potential applicants may have a history of neurological conditions (Celik et al., 2021), such as:

1.    Autism, a developmental disease, negatively impacts a person's social and communication skills. It remains with a person forever.

2.    A loss of focus and maintenance of attention on current activities defines Attention Deficit Hyperactivity Disorder (ADHD). Common symptoms of ADHD include impulsivity and difficulty with daily life.

3.    Dyscalculia makes it hard for people to grasp abstract and mathematical concepts.

4.    Difficulties with fine motor skill development and written expression characterize       Dysgraphia.

5.    A learning disorder known as dyslexia makes it difficult for a person to read and spell with   fluency and accuracy.

6.   Dyspraxia, often known as developmental coordination disorder (DCD), is a movement and coordination condition.

7    Tics, whether vocal or motor, that occur suddenly and repeatedly are hallmarks of Tourette syndrome (TS), a neurological disorder affecting the central nervous system.

Filling up Skill Deficits

It would appear that the world is seeing a talent gap that has not been witnessed since 2007. The number of businesses facing challenges in filling open positions has hit a 17-year high, hitting 77%, according to a recent research by Manpower Group. Moreover, the unemployment rate for neurodivergent individuals can reach as high as 80%. Typically, the employment that they do get is for low-paying positions. This is why a lot of businesses are trying to attract a wider range of talents (Walkowiak, 2021). One software company that comes to mind is SAP. It seeks out autistic people for technical positions that require them to pay close attention to detail, recognize patterns, and form meaningful relationships. Over the past decade, 800 autistic individuals have been given the chance to work under SAP's "Autism at Work" program. After seeing such positive results from the program, SAP decided to share it with over a thousand institutions, both public and private (Fung and American Psychiatric Association, 2021).

Ways to Enhance Neurodiversity

Businesses like DXC Technology are actively recruiting neurodiversity. A diverse workforce does more than fill positions; according to Michael Fieldhouse, director, it helps "sharpen up some of the thought processes amongst the teams." Idioms, slang, and other forms of nuanced communication could be hard for people on the autism spectrum to understand. As a result, many companies have begun to be more open and honest, which may lead to better communication in general (Dwyer, 2022). Sean Gilroy, Head of Cognitive Design at BBC Design and Engineering, has developed a keen awareness of the various forms of communication (verbal, written, visual, face-to-face, structured, etc.) after managing and collaborating with an individual who is neurodivergent. He takes the time to learn about different people's preferred methods of expression (Farroni, Valori and Carnevali, 2022).

Researchers have shown that a diverse workforce is more appealing to job candidates, which may lead to an increase in the number of employees hired. Nearly 50% of job-seekers find it crucial to know the company's diversity policy (Dwyer, 2022). The diversity score of a company can reveal a lot about their work environment, according to nearly half of the participants.

People are more likely to support businesses that show they care about the community. Customer service and communication are both improved when businesses include neurodiversity. This is true for both typical and non-typical brain architectures. Indeed, this was the situation at HPE (Dwyer, 2022). Many neurodiverse software testers have identified a "crisis mode" that occurs just before a client project begins. The launch technique was modified by the testers when they discovered the problem. Neurotypical testing teams at HPE were outscored by 30% by neurodiverse teams, which is quite interesting (Farroni, Valori and Carnevali, 2022).

US Job Accommodation Network research shows that most employment accommodations for neurodiversity are free of charge. Extra time for hiring reviews or fixed desks are examples of changes that fall under this category. Offering low-cost assistive technology like noise-canceling headphones, dimmers, and speech-to-text apps is one way for businesses to reap the numerous benefits of neurodiversity (Fung and American Psychiatric Association, 2021).

Keep in mind that the symptoms could vary from person to person. As an example, the behaviour of individuals with ADHD or dyslexia can vary. Symptoms can vary greatly from one neurodivergent disorder to another. Since different people will have different experiences, it follows that there is no universally applicable solution. The biggest attention is placed on personalizing the approach and accommodations. Learn what they need so you can give them support that builds on their abilities and helps them succeed (Dwyer, 2022).

References

•      Celik, Y., Stuart, S., Woo, W.L. and Godfrey, A. (2021). Gait analysis in neurological populations: Progression in the use of wearables. Medical Engineering & Physics, [online] 87, pp.9–29. doi:https://doi.org/10.1016/j.medengphy.2020.11.005.

•      Chapman, R. (2021). Neurodiversity and the Social Ecology of Mental Functions. Perspectives on Psychological Science, 16(6), p.174569162095983. doi:https://doi.org/10.1177/1745691620959833.

•      Dwyer, P. (2022). The Neurodiversity Approach(es): What Are They and What Do They Mean for Researchers? Human Development, [online] 66(2), pp.73–92. doi:https://doi.org/10.1159/000523723.

•      Farroni, T., Valori, I. and Carnevali, L. (2022). Multimedia Interventions for Neurodiversity: Leveraging Insights from Developmental Cognitive Neuroscience to Build an Innovative Practice. Brain Sciences, 12(2), p.147. doi:https://doi.org/10.3390/brainsci12020147.

•      Fung, L.K. and American Psychiatric Association (2021). Neurodiversity : from phenomenology to neurobiology and enhancing technologies. Washington, Dc: American Psychiatric Association Publishing.

•      Walkowiak, E. (2021). Neurodiversity of the workforce and digital transformation: The case of inclusion of autistic workers at the workplace. Technological Forecasting and Social Change, 168(120739), p.120739. doi:https://doi.org/10.1016/j.techfore.2021.120739.