Have you heard about neurodiverse talents? The concept of neurodiversity asserts that it is reasonable for people to have minds that operate differently from one and another. Neurodiversity welcomes all kinds of brain diversity rather than believing there is something wrong or problematic when some people do not work or think in the same way as others. Here is more that you need to know about neurodiverse talents and how they can enhance your company’s diversity and inclusivity program. 

Why Neurodiversity Matters

Neurodiverse talents are those who think beyond the box and are brilliant in skills, despite their behaviour defying common standards sometimes. Due to its unique differences, companies can earn significant benefits from fostering neurodiversity in terms of innovation, creativity, and thinking diversity. According to a survey conducted by the Chartered Institute of Personnel and Development in the United Kingdom, 72% of HR professionals stated neurodiversity was not addressed in their people management practices. Even 17% claimed they did not have knowledge about this matter. Given the prevalence of leaders not familiar with this, organizations are missing out on the strengths that could be brought by neurodiverse talent.

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Recruitment Process in Hiring Neurodiverse Talent

There is a large pool of highly competent neurodiverse talents, but they are frequently opted out during the early phases of the recruitment process. Neurodivergent individuals may lack the abilities to manage people or be good communicators. However, if soft skills are not critical to the success of a technical job position, it is wise to exclude these skills in the job requirements to encourage neurodiversity.

IT and HR managers must reconsider how they define requirements for particular roles. For example, this can be seen in the case of competent individuals who are clinically diagnosed with Anxiety Disorder. Individuals with such conditions may have all what it takes to ace a job, but if they are not emotionally fit during the interview process, their best abilities may not show up. Those who do not have clinical diagnosis are also part of neurodiverse talents, so it is best to look beyond medical records. It is important to address these differences and not discriminate against candidates with this condition. 

Creating an Inclusive Environment for Neurodiverse Talent

To get the most out of neurodiverse talents, managers and team members must be informed about their condition. Inclusivity may also be seen from the standpoint of physical space in the office. Neurodiverse talents, according to research by Gartner, are sensitive to noise, smell, light, and crowded environments. Therefore, placing their workstations in less-congested and less lit sections of the office can help enhance their productivity.

In many cases, the transition to remote work or a hybrid organization benefits neurodiverse candidates since they can work from home. They can, in fact, successfully perform their work since they are not subjected to physical or spatial distractions of a normal office.

Mental health awareness is on the rise, it is time for organizations to provide inclusivity for neurodiverse talents. Many people are increasingly aware of their mental wellbeing and do not hesitate to seek. With many campaigns on inclusivity towards employees with disabilities have been voiced out, it matters just as much to encourage inclusivity towards neurodiverse talents. 

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