![]() By: Shannon Kruse, Employment Specialist & Bice Del Galdo, Founder, ASD Solutions Inc. What is Neurodiversity? No two minds work the same; some minds are more unique than others. Just as with culture, gender, ethnicity, race etc., our mental functioning is just another difference that we all share. The idea that there is a “right” or “normal” type of brain is a myth. People would not say that there is a “right” or “wrong” culture, right? Neurodiversity works the same way. Some individuals’ cognitive functioning is just a little more unique than others. Neurodiversity is an umbrella concept that covers a wide range of cognitive differences such as ADHD, autism, Tourette’s, dyslexia, dyspraxia, and dyscalculia. It is a natural variation of human genetics. It is not a disorder that needs to be cured; it is a difference in brain function that can be an asset with the right accommodations and support. How is Neurodiversity an Asset? We need to break down the barriers that have been put up from the misconceptions of neurological differences and show employers that the strengths of neurodiversity outweigh the extra help that may need to be put in. Even though there may be some struggles with social interaction, which is one of the most frequently seen traits of a neurodivergent individual, they still have many talents; some of which may even be directly related to their distinctive neurology. Below is a list of common talents that people with neurodifferences have, which can be considered great assets to an employer: • Pattern Recognition • Memory and inferential reasoning • Appreciation for routine and repetition • Following directions very closely • High level of concentration • Detail orientation • Skilled in coding and other technology/data-driven processes • Ability to detect errors and see things that others may miss A neurodivergent individual can provide a unique point-of view to an employer. They can offer an innovative and creative perspective that neurotypical employees may not be able to provide. By bringing in different brain types and different ways of thinking companies are able to find unique ways to problem-solve. Neurodivergent individuals also demonstrate greater loyalty to an employer, greater reliability, better attendance record, as well as higher productivity and quality of work. Inclusive employers even understand and treat their other employees better because they are able to identify that every employee has individual needs and abilities, and this will increase employee morale. There are companies out there who have already seen the potential of neurodiversity! Many companies and large corporations have already begun to embrace neurodiversity. These employers have recognized the hard work, resilience, and determination that others have exhibited. For example, Microsoft has a Neurodiversity Hiring program where the interview process looks a little different; individuals get to demonstrate their strengths rather than having to talk about them in a traditional interview. This is called work simulations. Another more recent employer using this method in their hiring process is a business called Ultranauts. They are a software and data engineering firm where 75% of their team are on the Autism Spectrum. Another employer who is embracing neurodiversity is a laboratory called Cockroach. It is a database engineering lab that not only hires neurodivergent employees but also provides all its employees with training and resources on neurodiversity. Also, Ernst and Young Accounting has created a program where they are hiring autistic employees who have exceptional math skills. Other major companies such as Ford, SAP, Walgreens, Home Depot, and CVS have created similar initiatives as well. What can you do to reach your potential as a neurodivergent individual? One of the best ways to make sure that you reach your potential is by working with a job coach. You should team up with an organization, such as ASD Solutions that pairs you with a job coach to assist you in career planning, searching, and training. A job coach will guide you through evaluating your interests and abilities then researching jobs that match them. A coach will also help find the jobs of their choice. Finally, if desired, once you get the job, a coach can provide on-the job or off-the job support and training. The potential is within you! Interested in becoming an inclusive employer? What can you do? You will see, becoming an inclusive employer will be one of the best decisions you can make for your company. A great first step to becoming an inclusive employer is by accessing the Autism @ Work Playbook written by Hala Annabi, an associate professor at the University of Washington Information School. It is a compilation of organizational strategies, employment models, and hiring and onboarding practices from Microsoft, SAP, JPMorgan Chase and EY; all of whom have create neurodiversity initiatives. Once you have been able to create a plan for your program, partner with local community organizations such as ASD Solutions to be paired with a job coach who will assist you with recruiting new employees, on-the-job support and training for your new neurodivergent employees as well as train your other employees on neurodivergence and best practices for working with neurodivergent co-workers. Finally, keep open communication with your assigned job coach(es) because they will be there to assist your company with any questions or concerns that may come up. Community agencies are great resources to have to start and continue with your neurodiversity journey.
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