Neurodivergent workforce: How to Thrive Together
Neurodivergence can bring a wealth of skills and perspectives usually overlooked. An article by Forbes states 35% of entrepreneurs are dyslexic, compared to only 1% of corporate managers. Highlighting a key issue in dyslexics ability to thrive within corporate environments. Further, a University of Cambridge study shows engineering to be the profession with the most autistic people. However, according to the National Autistic Society, only 16% of autistic adults are in full-time employment. Highlighting a major gap in utilization of abilities that come naturally to those with autism in the engineering field. Neurodivergence is a different way of thinking from the ‘norm’ Neurotypical. It can offer a different perspective. Diversity more widely defined is well known for strengthening workforces and Neurodivergence is no different. Some well-known highly successful Neurodivergent individuals include Albert Einstein, Thomas Jefferson, Charles Darwin, Greta Thunberg, Tim Burton, Richard Branson, Issac Newton and many, many more! Global leaders have mapped out skills that we need to thrive in The World Economic Forum skills for the future. A number of traits that come naturally to neurodivergent individuals correlate with the skills in this map. Below highlights just some of the skills commonly associated with Neurodivergence: Dyslexia Dyspraxia ADHD Autism Visualising ImaginingCommunicatingExploring Connecting Reasoning LeadershipEmpathyStrategy Problem solving CreativityHyper-focus, quality and timeliness (for some)Quick starterOut the box thinking Attention to detailDeep focusObservation skills Resilience Integrity Retain information So we are aware Neurodivergence is an asset to organizations. Is your business doing enough to utilize these skills? Below are some ideas you could implement in your organization and Neurodivergent workforce to thrive and unlock their potential. Change the narrative to focus on strengths Historically, Neurodivergence has been perceived as problematic. This has led to many neurodivergent individuals hiding their diagnosis from employers. A report by EY & Made By Dyslexia highlighted 70% of dyslexic thinkers hide their diagnosis from employers. To encourage more Neurodivergent employees to be open about their diagnosis, shift the focus of conversation to how you can enable them to play to their strengths, rather than focusing solely on where they may need support. Neurodivergent community More and more people are getting a neurodivergent diagnosis. Which shows great strides in our knowledge of different ways of thinking, which historically have been overlooked. However, there is still some way to go. Creating a Neurodivergent community can help share ideas and create feeling on belonging. A sense of inclusion has also been proven to increase staff retention rate. Educate Managers A lot of hiring managers may unknowingly be doing things detrimental to a neurodivergent individual’s productivity. For example, putting a meeting in the diary short notice. Some neurodivergent individuals need a plan/ routine to thrive in their role. A last-minute meeting may seem like a minor inconvenience, however it can cause a big disruption and loss of hours for someone Neurodivergent. Workplace Neurodivergent Training is provided by https://www.thebraincharity.org.uk/other-ways-to-support-the-brain-charity/neurodiversity-training Sensory friendly environment Many of those with Neurodivergence can experience over-stimulation. This can be a loud office, a TV on, music, someone chewing loudly and more. This can be all the time or every now and again depending on the individual. Having a quite space to work, such as a work pod or individual office can increase productivity. A flexible/ hybrid model where individuals can work in their own space may also be helpful in giving the individual a sensory friendly environment to work. Support employees to get a diagnosis In the UK, NHS waiting times can extend to beyond 4 years. With many insurance companies in Europe not willing to cover the costs of a neurodivergent assessment. It can be an extremely long or costly process. Many individuals feel the diagnosis has meant they finally understand themselves, and have the tools to help them thrive after this diagnosis. Any support around costs for gaining a diagnosis will help individual understand their own needs and way of thinking, in turn increasing productivity. Communication (Most importantly!) There is a saying. If you’ve met one neurodivergent person. You’ve met one neurodivergent person. Every Neurodivergent or Neurotypical person is an individual and unique. Just because one of the above suggestions has worked for one person, does not mean it will work for another. Above all it is important to communicate with the individual and find out what works for them. This will also help you have an enhanced working relationship, where they feel accepted and heard. I hope this has helped provide some ideas you can implement in your organisation. These suggestions are based on personal experience and the experience of other Neurodivergent individuals. Any other ideas/ comments are most welcome on our Linkedin Page accessed below.