Talent, skills, and brilliance are some of the qualities that organizations commonly prefer when they hire employees. Looking for individuals that have such attributes does not always yield expected results. The problem does not lie in the recruitment process or the candidates. The situation becomes concerning when talent, skills, and brilliance are the only qualities employers look for.
Experts believe that employers do not usually include a neurodiverse workforce that can benefit businesses to a great extent. People with autism, ADHD, dyslexia, and dyspraxia are kept at bay when it comes to hiring. A more prominent part of the professional circle deems them to be unproductive and inefficient in general. However, in her Association for Project Management article, Rima Evans discusses the implication of a neurodiverse workforce and its significance for organizations.
Finding a Balance
In their book ‘Neurodiversity at Work’, Theo Smith and Amanda Kirby assert that involving a neurodiverse workforce can enhance the creativity quotient of an enterprise. It also leads to unexplored horizons and overlooked perceptions that can create a significant difference. In a time when companies are focusing on diversity, inclusion, and equity, you should strive for diversity across diversities. Your simple act of involving a neurodiverse workforce can serve as a major testimony to deconstructing outdated conventions and improving the workforce.
An Overlooked Strength
As a recruiter, you should understand that hiring a neurodiverse workforce does not create any obstruction to your company’s productivity. It would help if you acknowledged the fact that every individual’s mind is wired in a certain way that makes them all unique. Addressing the challenges of a neurodiverse workforce are repaid with better abilities and skillsets at other tasks. Those skillsets can be anything from empathy to creation, innovation, and problem-solving skills.
If your organization does not enable a neurodiverse workforce, it is missing out on an innovative and talented pool of individuals. Furthermore, it is also failing at exploring the opportunity of becoming a reputed enterprise in its true sense.
Click on the link to link to read the original article: