NEURO-DIVERSE WORKPLACE

Source: Hindu

Introduction:

Companies with gender diversity were 25% more likely to have above-average profitability while those with ethnic diversity out-rival their competitors by 36%.
Another study reports that diverse teams perform better, boost leadership integrity, heighten trust in the organisation's management, and multiply revenue growth.

Neurodiversity:

Neurodiversity refers to including people with neurodivergent conditions like attention-deficit/hyperactivity disorder, autism spectrum disorders, dyslexia, dyspraxia, dyscalculia, and Asperger's Syndrome.
Harvard Health Publishing defines neurodiversity as a notion that every person interacts, and experiences their surroundings differently.
There is no right way of thinking, learning, or behaving. These differences should not be constructed as defects/disorders.
Even with all the necessary skill sets & degrees, these persons are denied a job because they may react to situations differently from non-neurodiverse persons.
While part of the problem could be a lack of awareness about neurodivergent conditions, it is time organisations created a more accommodating environment.
Nearly 2 million people in India suffer from this neurological, and developmental disorder & are identified as Autistic.

Nearly 20% of the world is neurodiverse.
In the US, 85% of people on the autism spectrum are unemployed compared with 4.2% of the overall population.

Efficient & Creative:

Organisations embracing neurodiversity enjoy a competitive edge in several areas like efficiency, creativity, and culture.
A study by JP Morgan Chase shows that professionals in its 'Autism at Work' initiative made fewer errors & were 90%-140% more productive than neurotypical employees.
Teams with both neurodivergent & neurotypical members are far more efficient than teams that comprise neurotypical employees alone.
Neurodivergent individuals possess excellent attention to detail & an uncanny ability to focus on complex, repetitive tasks over a more extended period than their neurotypical peers.
In a test involving completing the visual pattern, people on the autism spectrum could finish their task 40% faster than those who were not on the spectrum.
People with dyslexia have more robust spatial reasoning, they can think about objects in 3-dimensions & analyse such objects even with limited information.
They have problem-solving capabilities which allow them to see multiple solutions to a problem.
They are often out-of-the-box thinkers with average/above average intelligence.

Companies like Deloitte, Microsoft, SAP, JPMorgan Chase, and E&Y have introduced neurodiversity hiring programs.
Indian origin companies Hatti Kaapi, and Lemon Tree Hotels have included a neurodiverse workforce.

Human resources and leadership teams must work together to ensure that the workplace is cooperative toward neurodiverse individuals.
The process of building an inclusive culture includes customising interviews, day-to-day assistance for specially-abled individuals & providing proper infrastructure so that they can perform at their optimal levels.
Organisations must not only remove barriers that obstruct the progress of such individuals but also create conducive conditions to achieve their potential.
Many employees with neurodiversity may find the hustle & bustle of a traditional office disturbing.

Epilogue:

Creating the right environment is an ever-evolving exercise that requires openness, and a will to change on the employer's part.
This flexibility can result in exceptional benefits with minimal or no additional costs.
To ensure higher profitability & be respected as a responsible employer globally, companies need to widen their definition of inclusivity by providing higher participation of a neurodiverse workforce.

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