Diversity is a concept that has become increasingly common in recent years but has always been important; not only in society as a whole but also in companies. Besides an improved company image and workplace inclusion, there are many other positive effects of diversity in the workplace. How the benefits of an inclusive and (neuro)diverse workplace can look like and how to build an inclusive talent system, read the following.
Diversity can be broken down into inherent and acquired diversity. Inherent diversity involves the traits that everybody is born with, including gender, ethnicity, and neurodiversity. Acquired diversity involves traits somebody can gain from experience. For example, enabling neurodiverse perspectives to enter the company can improve the acquired diversity of employers.
We at auticon are big about providing a neurodiverse, talented, agile workforce to improve the performance of our client’s information technology projects.
The term “neurodiversity” means there are differences in brain function and behavioral traits regarded as part of a normal, naturally occurring variation in the human genome. We view neurodiversity as a market advantage, because problem-solving, as an example, is enhanced by different thinking. Neurodiversity in teams (i.e. the collaborative effect of working with different cognitive styles) can also have an astonishing effect on a work culture: communication becomes clearer and more efficient, team spirit gains new momentum, and employees feel valued for their unique and individual selves.
Making diversity and inclusion a top priority has been one of the key missions for companies for years. Companies that build a truly inclusive culture are those that will outperform their peers. Employees perform best when they feel valued, empowered, and respected by their employers. Feeling valued in a diverse workplace in terms of age, ethnicity, religion as well as differences in brain function and behavioral traits.
For people on the autism spectrum, it’s not only important to be hired, but also to be understood. Many autistic people have above-average cognitive skills but unfortunately may choose to ‘camouflage’, any social or communication difficulties in an effort to fit in socially at work. The cognitive skills common with autistic employees include distinctive logical and analytical abilities, sustained concentration and perseverance, an exceptional eye for detail and potential errors, amongst others. Typical workplaces, however, can often produce barriers for autistic people, resulting in unduly high unemployment rates. Some of these workplace challenges include:
To bring out the best in our employees and to make us feel at ease, we support our neurodiverse teams from two angles: we have our own in-house job coaches and project managers. Our job coaches support our IT Consultants from a social and communication angle, whereas our Project Managers support our IT Consultants from the technical angle and also mentor their professional development.
“auticon enables me to work the way I want to work: I can fully focus on the quality of my work and don’t have to worry about those factors that may stop me from doing an excellent job. The best thing about working for auticon is that I can do what I’m good at.” Martin Neumann, IT Consultant
The article was first published here