Boosting Neurodiversity in Corporate America

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“One of the biggest arguments in favor of a diverse workforce is not just that it’s the right thing to do, but that it makes business sense...But another facet of the diversity question has, so far, been largely ignored: how to make the industry more attractive to and inclusive of people who are neurodiverse.”

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Companies across the globe are working on improving neurodiversity in employees.

“One of the biggest arguments in favor of a diverse workforce is not just that it’s the right thing to do, but that it makes business sense…But another facet of the diversity question has, so far, been largely ignored: how to make the industry more attractive to and inclusive of people who are neurodiverse.”

When discussing DEI in the workplace, we must intentionally include less discussed facets of diversity, including neurodiversity. Approximately 10-30% of individuals are neurodivergent, meaning that they process and learn information differently. Having a neurodiverse workforce can yield countless organizational benefits. However, simply having neurodiverse employees does not suffice. To benefit from having a neurodiverse workforce, an organization must support neurodivergent employees. Methods for supporting neurodiversity include: facilitating two-way communication, ensuring that all processes are inclusive to different learning/working styles, taking the time to learn about neurodiversity, and intentionally destigmatizing being neurodivergent. 

“Neurodiversity may be every bit as crucial for the human race as biodiversity is for life in general. Who can say what form of wiring will be best at any given moment?”

Ideascape can help you leverage the varied backgrounds, perspectives, and ideas that stem from your diverse workforce so you can operate more effectively. We are excited to work with you to create a comprehensive and integrated DEI strategy that allows you to exceed your goals and expectations. Contact Jonathan Dyke and Deon Gaines to learn more.

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