17-Mar-20 | News

One size doesn’t fit all so why are organisations built for one type of person?

Neurodiversity has become a topic of conversation in the last year for a number of organisations and it will get the focus it deserves in the coming years.

animated picture for neurodiversity

If you didn’t think it before, looking at the neurotypical skills profiles including problem solving, analytical thinking, creativity and organisational skills really helps you to gain an understanding of an individual’s strengths and weaknesses. However, many are unaware of this information and without having an awareness of neurodiversity and understanding the skillsets, it’s unlikely you would know how to support someone effectively. It’s also important to remember that everyone is different and will require different adjustments.

It is simple. We are all different and we need workplaces to be able to adapt if they want to get the most from their talent. This would mean looking at your workplace as an ecosystem and the different points in which your processes could be blocking/hindering talent. E.g. recruitment processes, are they inclusive and would you miss out on neurodiverse talent if the proceses and assessments remain the same? What knowledge do line managers have on skillsets to best support their team? Have you considered if your office set up is inclusive to neurodivergent individuals?

Knowing your workforce from a diversity perspective is key to supporting and retaining them and I believe easy steps can be made to allow neurodivergent individuals to flourish in their workplace. Who wouldn’t want to unlock this potential?

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