Diverse Minds, Shared Success: Harnessing Neurodiversity in the Workplace

In the journey towards fostering inclusive workplaces, one aspect often overlooked is the richness of neurodiversity.

Neurodiversity celebrates the natural variations in the human brain, encompassing conditions such as autism, ADHD, dyslexia, and others. Rather than viewing these differences as limitations, it's time for businesses to recognise the immense value neurodiverse individuals bring to the table. By embracing neurodiversity, companies can unlock a wellspring of talent and creativity that fuels innovation and propels success.

Redefining Talent

In traditional workplaces, talent tends to be narrowly defined, leading to the oversight of individuals who process information differently. However, neurodiverse individuals offer unique strengths that can greatly benefit organisations. For instance, those with autism often exhibit remarkable attention to detail and pattern recognition skills, making them ideal for tasks requiring precision and analysis. Similarly, individuals with ADHD may excel in dynamic environments, leveraging their creativity and hyperfocus to generate innovative solutions. By broadening our conception of talent to include neurodiversity, businesses can tap into a diverse array of skills and perspectives, driving competitiveness and growth.

Neurodiverse Workers: An Untapped Talent Pool

While technology is transforming the way we work at an ever-increasing pace, there's one seemingly intractable problem holding it back: the tech talent crisis .

• Recent studies indicate that the lack of tech talent is at its worst point since 2008.

• According to 65% of companies, hiring difficulties are affecting the tech sector.

• Data analytics, cyber security, artificial intelligence, and transformational skills are particularly hard to come by; if nothing is done, a 3 million-person worldwide tech job shortfall is predicted by 2030.

On the other extreme, neurodivergent people are more likely to be unemployed or underemployed, underpaid, and poorly supported. What's more, many autistic workers are feeling unable to disclose that in their workplaces.

• More than 15% of the world's population, or one in seven people, has a neurodivergent condition, which is a catch-all phrase for those with autism, ADHD, dyspraxia, and other neurodevelopmental disorders.

• Around 85% of people who are neurodivergent are jobless or working lowly jobs that are much below their ability and testing level.

• Only 16% of autistic adults in the UK have a full-time paid job, while only 32% of autistic adults work for pay.

• Of autistic adults without jobs, 77% said they wanted a job.

Although the digital talent gap is a growing issue, there is a sizable population with the necessary abilities that has been completely ignored by the industry up to this point: people who are neurodiverse, particularly those who have autism.

Why Neurodiverse Workforces Matter

What are some of the most popular soft talents when looking for strong candidates for IT roles? Most frequently, job postings call for applicants who actively strategise novel approaches, think creatively, and so on. People with neurodiversity frequently excel at these talents. Of course, it's important to consider the benefits of having a neurodiverse workforce.

Benefits of a Neurodiverse Workforce

Employing a neurodiverse workforce offers numerous benefits for organizations. Here are some of the key advantages:

• Gaining a Competitive Advantage in the Market
• Tackling Skills Gap and Labor Shortages
• Bringing innovation into the game
• Fostering a Culture of Inclusion

Gaining a Competitive Advantage in the Market 

While neurodivergent people frequently struggle with social interaction, communication, and some cognitive functions, they are also more likely to show intense focus and subject knowledge because of their particular interests. In addition to possessing specialised knowledge or technical proficiency, neurodiverse people thrive in repeated jobs. In other words, they have the expertise that is currently particularly needed in the IT industry, where the digital revolution is compelling businesses to embrace more cutting-edge technology to satisfy client needs more quickly.

Tackling Skills Gap and Labor Shortages

Across the board, there is a severe talent shortage in technology. The sector's fastest-growing skill cluster, data analysis, is predicted to rise by 33% over the next five years, according to the most recent reports. Meanwhile, the biggest skills gaps in the UK's tech sector are in big data, data analysis, and architecture, as well as cybersecurity.

The population's neurodiversity may be able to address the main problem facing the sector: closing the IT skills gap. This underrepresented group of applicants has a wealth of talent and skill to offer. Despite this, among all handicap categories, those with autism have the startlingly highest unemployment rates.

Bringing innovation into the game

One of the most compelling benefits of embracing neurodiversity is its potential to drive innovation. The term "neurodiversity" describes the various ways in which people's brains function and process information. Employees who are neurodivergent give fresh insights that can foster innovation, from coming up with answers to difficult problems to creating creative strategies and products.

 Neurodiverse individuals often bring unique perspectives, problem-solving abilities, and creativity to the table, catalysing breakthrough ideas and solutions. By cultivating an inclusive culture and providing opportunities for neurodiverse individuals to share their insights, companies can unlock a wealth of innovation that sets them apart in the market. Companies like SAP, Microsoft, and Hewlett Packard Enterprise have already recognized the value of neurodiverse talent and implemented programs to harness it, resulting in tangible benefits for both individuals and the organization.

Industry leaders are fast realizing the great benefit neurodiverse teams can provide to organisations that strive for excellence and innovation.

Fostering a Culture of Inclusion

Embracing neurodiversity goes beyond recruitment – it necessitates creating inclusive environments where all employees can thrive and by employing neurodivergent individuals fosters an inclusive culture that benefits the entire workforce. Remarkable changes can be made to a workplace's culture through neurodiversity in teams, or the collaborative impact of working with individuals who have different cognitive ideologies. This involves adapting organisational culture, policies, and practices to accommodate diverse needs and foster a sense of belonging. Simple adjustments, such as offering flexible work arrangements and providing sensory-friendly workspaces, can significantly support neurodiverse employees. For example, communication becomes more effective and clearer, teamwork picks up steam, and employees feel appreciated for their distinctive individuality. Promoting both innovation and empathy within the organisation, is a fantastic thing to accommodate individual requirements from which everyone may gain.

Moreover, education and training are essential for promoting awareness and understanding among colleagues, breaking down stereotypes, and fostering empathy and acceptance. When employees feel valued for their differences, they are empowered to contribute their best work and collaborate effectively with peers.

How to Promote Neurodiversity in Tech Jobs

Supporting neurodiversity in the workplace frequently begins with the hiring process. A thorough hiring procedure is required for many tech positions to make sure that candidates possess the hard, soft, and social skills needed to succeed at work.

It's time to widen the hiring pool, though. Start by thinking about your recruitment strategy.

Many neurodiverse job candidates are looking for positions that will help them and offer the infrastructure they need to thrive and perform well. Everyone struggles in situations that seem to be working against them, and nobody wants to hide who they are at work.

Start by re-examining the terminology you employ during the hiring process. Do you actually provide accommodations for individuals with neurodiversity? Are open conversations between neurodiverse people permitted at work? Do you allow neurodiverse people to make adjustments and changes that suit them, which is even more crucial?

Educating hiring managers

Educating your hiring managers, recruitment teams, or business partners is also crucial. Numerous neurodivergent people find it difficult to maintain eye contact or are reluctant to shake hands. There is no justification for discriminating against individuals based on these "atypical" behaviors during job interviews.

Refresh, renew, and customise the candidate recruiting process. The interview process is increasingly being co-created by some businesses and employees. Some people prefer to meet you in person, while others prefer to communicate with you via video call.

Embracing Neurodiversity in the Workplace

Your business will be able to develop the most innovative concepts, novel tactics, and successful plans by actively seeking out varied individuals.

Everyone benefits from building support mechanisms for a neurodiverse workforce. While gaining tangible business advantages like higher productivity, revenue, etc., you are promoting the humanity of your employees.

To Conclude

Embracing neurodiversity isn't just a moral imperative – it's a strategic imperative for businesses seeking sustainable success in today's competitive landscape. By redefining talent, fostering inclusive environments, and leveraging neurodiverse talent for innovation, companies can unlock the full potential of their workforce and drive meaningful progress. As we celebrate Neurodiversity Awareness Week and beyond, let's commit to building workplaces where diversity is celebrated, and every individual has the opportunity to thrive. Together, we can create a more inclusive and equitable world where neurodiverse talents are recognised, valued, and celebrated.

At Franklin Fitch we are committed to raising awareness and tackling biases towards diversity & inclusion matters within IT infrastructure. If you’d like to know more about hiring neurodiverse talent, feel free to get in touch and we can point you in the right direction.