as likely to
meet or exceed
as likely to
more likely to
more likely to
Research shows that, if well managed, neurodiverse teams can do more,   in less time,   for less cost.
A new (r)evolution
The Harvard Business Review (a global leader in spotting business trends and innovation organisational behaviour including business) says this:
The next frontier in workplace diversity will focus on brain differences. Diversity has been a rising priority for business schools for many years. To date the focus has been on its more visible and identifiable forms, such as gender and race. That is slowly changing as awareness of neurodivergence grows and companies respond.
The ‘face’ of the revolution looks something like this.
Overseas, diversity has been a rising priority for business schools for many years, but until now the focus has been on its more visible and identifiable forms, such as gender and race. That is slowly changing as awareness of neurodivergence grows and companies respond.
It started with a growing number of businesses, tertiary institutions and advisory bodies recognising that many people ‘labelled’ with neurological conditions such as autism and dyslexia have extraordinary skills, including in pattern recognition, memory, and mathematics. Yet they often struggle to fit the profiles sought by employers causing pain and misunderstanding for all parties.
A growing number of companies, from multinationals down to SMEs, have reformed their HR processes in order to access neurodiverse talent. They are seeing productivity gains, quality improvement, boosts in innovative capabilities, and increased employee engagement as a result.
In 2021 global professional services group EY opened the first of a number of planned NeuroDiverse Center of Excellence to drive growth, innovation and understanding from having a diverse work force.
The Yale Centre for Dyslexia and Creativity was created to illuminate the creative and intellectual strengths of those with dyslexia, to disseminate the latest scientific research and practical resources, and to transform the treatment of all dyslexic children and adults. See here…
These trends and outcomes are irrefutable. What comes next is helping people to ‘get it’ and bring the focus on the wonderful benefits of neurodiversity…as well as navigating the challenges.
The numbers tell a story.
The evidence is irrefutable and exciting. Significant investment is being made in understanding and optimising neurodiversity. Research shows that, well managed, neurodiverse teams can do more, in less time, for less cost:
From our experience comparable performance indicators apply to non-business-oriented contexts in the public, private and not for profit sectors. Each day with understanding and application the evidence will continue to grow stronger.
Think outside of the box!
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