The concept of neurodiversity is gaining increased attention and understanding, not least in corporate America, where neurodivergent individuals are seen as an often-overlooked source of quality talent.
Neurodivergent individuals, those who have neurological conditions like Autism Spectrum Disorder, ADHD, Dyslexia, and others, are increasingly seen not just as employees who can fit into existing corporate structures but as invaluable assets who bring a wealth of unique perspectives and skills.
A Wide Range of Neurodiversity
Neurodiversity encompasses a variety of brain make-ups that diverge from the neurotypical. Statistics suggest that roughly 15%–20% of the world’s population is neurodivergent, yet the understanding and integration of these individuals into the workforce have been limited.
However, this is changing as companies like EY (formerly Ernst & Young) are pioneering efforts to not only hire but also support and thrive with neurodivergent talent.
“We built our first Center for Excellence in Philadelphia in 2016. We put out a job posting for 15 spots we reserved for neurodiverse applicants. We had people from all over the United States come to interview,” says Karyn Twaronite, EY’s global vice chair of DEI, in an interview with BBC Worklife.
Leveraging Neurodivergent Talent
Many neurodiverse individuals have impressive degrees and educational experience, but often aren’t hired for the jobs they seek. For instance, Twaronite writes: “One gentleman had a PhD from MIT, and applied for a teaching job, but he was given a janitorial staff position instead.”
Twaronite says EY has since expanded its Neurodivergence Centers of Excellence across 10 countries and in 23 cities. “The reality is that the focus on neurodivergent talent has been tremendously beneficial for business,” she says. “Our neurodivergent employees have a 92% retention rate.”
Tapping Into a Loyal Talent Pool
EY’s initiatives reflect a growing recognition of the strengths that neurodivergent individuals can bring to a business, including exceptional problem-solving abilities, innovative thinking, and meticulous attention to detail.
By focusing on inclusion and leveraging the unique abilities of neurodivergent individuals, EY and similar organizations are not just enhancing their workforce; they are setting a precedent for the future of hiring practices. It’s a move that not only aligns with broader diversity and inclusion goals but also addresses practical business needs in an increasingly competitive and complex global market.
The inclusion of neurodivergent individuals will likely become a cornerstone of innovative and successful businesses. This shift represents a broader understanding that diversity in thought and perspective is a vital asset, paving the way for more inclusive, effective, and innovative workplaces.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.
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