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Impacts Businesses

How Neurodiversity

Up to 60% of neurodiverse individuals remain unemployed in the workforce and yet they are mostly an untapped, highly effective and productive resource when tasked in the right way.

Favouring Neurotypical

Traditional HR managers and business managers tend to recruit people who think like them, generally because they want to work with people think like them, who agree with them and who all get on.

However, what that creates is homogeneous teams with group thinking, who will not lead to engaged, innovative and more productive teams and businesses.

Neurodiversity delivers a competitive advantage to businesses that embrace it but embracing it takes education and behaviour change.

Thinking Out-of-the-Box

Organisations are desperately looking for innovators, people who are able to produce more and better, and people who think differently. In other words, neurodiverse people. It stands to reason that if you want out-of-the-box thinking, you need out-of-the-box thinkers – individuals who are wired that way, not simply pretending!

Globally, those companies that have positively recruited neurodiverse staff have had immense success. Companies like Apple, Microsoft, IBM, Deloitte, JPMorgan and Goldman Sachs and others are all actively recruiting neurodiverse individuals within their teams. In fact, they have been doing so for decades in order to gain an innovative, creative and competitive edge and thereby earning a reputation as market leaders.

Thinking over Personality

Our recruitment processes tend to focus on personality tests as a determinant of success in a job. But in reality that success is derived from how a person thinks. Defining how their brain is wired allows us to understand how they think and therefore place them in a role that leverages that way of thinking.

Imagine a future where employers actively recruit for roles based on a person’s displayed neurodiversities.

  • Need creative thinking? Then find out a dyslexic person
  • Need big picture thinking? You need someone with ADHD
  • Need calm in the face of adversity? Look for the person showing calm ADD
  • Need critical thinkers? The well managed anxious brain is your go-to
  • Need to focus on the facts, the figures and the analytics? Then you’ll want someone with an autistic brain.
  • Need precision and accuracy in a new role? Employ someone with OCD.

neurodiverse thinkers

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