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Hello Reader,

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Did you know somewhere between 10% and 20% of the global population is considered neurodivergent? According to World Health Organization, around one in 100 children worldwide have autism. And yet, the unemployment number for people considered neurodivergent ranges anywhere between 40 - 80%, depending on the geolocation and the condition. There is shortage of skilled workers in most industries at the moment. Consider that most of these people are highly qualified, hold multiple degrees and have extraordinary skills like advanced math, memory, pattern recognition and more. It just feels like so much untapped talent!

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First of all, neurodivergent is a big catch-all term that describes anybody with a condition like ADHD, autism spectrum disorder, dyslexia, dyscalculia, dyspraxia or Tourette syndrome. It can include people with mild social anxiety disorders as well as people with severe autism and brain injuries.

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Hiring and supporting neurodivergent people has traditionally been challenging for organizations. A typical office is not set up to accommodate someone with specific needs. On top of that some people might not be aware that they are neurodivergent. Others may choose not to disclose it to employers because of the stigma associated with these conditions. So many people have felt unintelligent, or "less than" - all because as a society we expect a homogenized version of what is normal, what is acceptable. Anyone who does not fit into these predefined standards is subject to prejudice. But people don't come in a standard shape or size. That's true about our brains too.

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One of the challenges with hiring neurodivergent talent is that traditional hiring practices are not equipped to identify and understand people with these conditions. Many of the skills that we look for in potential employees - like teamwork, communication, emotional intelligence - are difficult for neurodivergent people. Simple things like making eye contact, staying focused, answering questions directly can be huge hurdles for differently abled candidates.

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Many companies are recognizing that neurodivergent people have unrecognized and underappreciated gifts. Some of them - like SAP, Microsoft and Ernst & Young - have targeted programs for neurodiversity candidates. And there are many non-profit organizations that are advocating on behalf of such candidates. Just take a look at how Made by Dyslexia is trying to redefine dyslexia as a competitive advantage.

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But more needs to be done on an individual and organization level. DEI initiatives will only truly be successful when we go beyond hiring neurodivergent employees and provide resources to set them up for success. Resources like coaching and mentoring programs that bridge the communication gap between neurotypical and neurodivergent team members.

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If we want to maximize the human potential, we have to rethink the way we hire, train and assess people. We have to redefine what it means to be gifted and differently abled. Over the coming weeks we will be sharing resources on how to support neurodiversity at work. Follow us on our social media channels by clicking on the links below:

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Here's our bi-weekly resource list on NEURODIVERSITY:

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​Neurodiversity as a Competitive Advantage - Source: Harvard Business Review

Quick Take: “Neurodiversity is the idea that neurological differences like autism and ADHD are the result of normal, natural variation in the human genome. Everyone is to some extent differently abled, because we are all born different and raised differently. Our ways of thinking result from both our inherent “machinery” and the experiences that have “programmed” us. Because neurodiverse people are wired differently from “neurotypical” people, they may bring new perspectives to a company’s efforts to create or recognize value."

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​Neurodiversity Is Diversity: Why Companies Should Hire More Neurodivergent Employees - Source: Forbes

Quick Take: "There’s no one-size-fits-all way to incorporate neurodiversity into your workforce because no two neurodiverse people are exactly alike. That’s the beauty of it. Be open to people who think differently and attack challenges differently and those who might be able to break through plateaus that have been plaguing you for years because you kept approaching them with the same types of minds. Freedom to work when, where and how you want is where I think we’re headed as an overall workforce, and this new structure could be ideal for welcoming neurodiversity into your organization."

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​How to create a workplace that supports neurodiversity - Source: World Economic Forum

Quick Take: "Access to education, vocational training and lifelong learning opportunities can help people on the autism spectrum “fulfil their potential and achieve sustainable success in the labor market”, says the UN. But often, as employment statistics bear out, neurodiverse people – those with diverse thinking styles, who have conditions including autism, dyspraxia, dyslexia and ADHD – face discrimination, with companies focusing on the challenges rather than the benefits of neurodiversity at work. “It’s not about curing it, it’s not about taking it away,” says AJ. “It is about giving people the tools they need to be the best they can."

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​How to make your office space more neurodiverse - Source: Workspace.co.uk

Quick Take: "Physical disabilities are already well catered for with ramps for wheelchair users and induction loops for those with hearing loss, but smart employers are now re-designing their buildings for those with invisible, cognitive conditions. Enlightened employers, particularly those that draw on the creative talent of those on the neurodiverse spectrum, are developing ways to design the working environment accordingly."

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​‘I always felt like an alien’: Tackling neurodiversity in the workplace - Source: Newsroom.co.nz

Quick Take - "Life does not come in tidy boxes; if you put flexibility around your workplace, you get trust and respect in your organization and you attract and retain good people. A key to employing neurodivergent people is to see it not as a “nice thing to do” but as good for the business. “You need to understand the evidence of the benefits, which are very well documented, whether it’s around contribution to strategic thinking, responding to the needs of different customers, or having internal people that challenge you. You want to hear that criticism from people that work for you first, not people on the outside."

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What do you think of the new look of The EQrated? Please let me know at stef@yourturnsolutions.com. Please feel free to share this newsletter with people you know who might find value in it. They can also subscribe to the EQrated by clicking the button below.

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Ciao,

Stef