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Understanding Neurodiversity and How do you make your people management approach neurodiversity smart
Understanding Neurodiversity and How do you make your people management approach neurodiversity smart

August 2, 2022

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It is estimated that up to 20% of the global population are neurodivergent and awareness of the concept of ‘neurodiversity’ is rising. It recognises that autism, ADHD, Dyslexia, Dysgraphia, dyspraxia, dyscalculia and other conditions that affect how people learn and process information are a form of neurological difference. Neurodiversity therefore is not something to be “fixed” but rather it needs to be understood and accommodated in the workplace.

Creating a workplace where employees are understood and empowered by their talent is not just the right thing to do but it is also a beneficial, long-term business strategy that can improve many aspects of your business.Yet, despite many businesses increasing their focus on diversity and inclusion in the workforce, neurodivergent groups are still often overlooked in the conversation and consequently in recruitment efforts too. The vast majority of workplaces are still designed for neurotypicals yet a range of simple adjustments can assist to remove barriers for neurodivergent employees and create an equitable workplace.

Unfortunately,there remains a significant employment gap where neurodivergent individuals are often willing and able to work, but struggle to find and maintain meaningful employment.Australian statistics put the unemployment rate for autistic individual at 34%. That is still more than three times the unemployment rate of people with disabilities and almost eight times the rate for people without disabilities. There are also many neurodivergent people who do work, but are struggling to maintain employment, are under employed or who are struggling to progress in their careers due to lack of understanding, ineffective support and unconscious bias.

It is important to note that even if no-one has identified to you that they are neurodivergent, it is likely there are people in your workplace who are neurologically diverse.Some people choose never to be assessed for a diagnosis whilst others may welcome the understanding that a diagnosis can bring. In recent years we are seeing an increase in adults receiving a diagnosis later in life after experiencing years of encountering barriers, feeling different and feeling isolated without knowing why.Employers have a responsibility to make reasonable adjustments to remove barriers for neurodivergent employees and to create a neurodiversity friendly organisation which allows all employees to feel psychologically safe and to thrive.

So how do you make your people management approach neurodiversity smart? Becoming ‘neurodiversity smart’ is not just a legal or moral obligation – it is also essential if organisations are to harness the skills of this significant pool of untapped talent.

Senior leadership to champion diversity:

  • Seek executive buy-in for sponsorship and support.
  • Find an internal champion who shares your vision, and engage D&I and HR.
  • Human Resources is in a unique position to set the tone and culture towards accommodating neurodivergent individuals. 

Neurodiversity Awareness Training across the organisation:

  • Building the organisations awareness, understanding and capacity around neurodiversity is key to success.

Systemic & Individual Change:

  • Examine the existing organisational processes that either accelerate or hamper the achievement of your Diversity and Inclusion strategy.
  • Adopt inclusive practice principles.
  • Learn to manage your own unconscious biases and behaviours to enhance business success.
  • Create inclusive recruitment practices.
  • Explore neurodiversity friendly workplace accommodations to foster abilities and mitigate potential challenges.

Establish an Ecosystem of Support:

  • Create open pathways to communication. This may include internal mentoring systems, coaching from an external provider, facilitating internal employee groups such as the Disability/Neurodiverse Employment Networks etc.
  • Research resources for recruitment and support. This may include partnering with an experienced neurodiversity consultant such as Employ for Ability for guidance and support.

In an ideal context, neurodiversity smart management practices should be adapted as a strategic business need at the leadership level, with senior leaders demonstrating their commitment towards ensuring its success and long-term implementation.

As employers renew their efforts to diversify their workforce and ensure everyone feels included, it is time to prioritise neurodiverse employees and neurodiversity management practices to ensure all differences can be supported and viewed as valuable strengths to businesses and the communities they impact.

 

Article written by Kate Halpin, Principal Neurodiversity Consultant at Employ for Ability

www.employforability.com.au

https://www.linkedin.com/in/kate-halpin-50b58687/

 


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