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Neuro talent

Human Resources

Flat or spiky? How best to tap the talents of the neurodiverse 

IbyIMD+ Published 2 February 2024 in Human Resources • 10 min read • Audio availableAudio available

Learning how to effectively accommodate and enable neurodiverse talent unlocks benefits for business and the wider workforce.

We are all different. Each of us has a unique profile of strengths and challenges. However, across these profiles are clear patterns and themes of behavior and personality. They all fall under the broad umbrella of “neurodiversity” – the idea that humans have naturally occurring variations in the way we think, feel, and perceive.

In an often rigid and biased world of work, these patterns and themes have exposed weaknesses in the way organizations hire neurodiverse talent and, if onboarded, in accommodating and making the most out of that talent. In turn, talent gaps and oversights mean that many organizations are not just falling short when it comes to diversity and inclusion, they are missing out on the clear benefits that neurodivergent people – and smarter HR practices – bring to the workplace.

For example, some of us who make sense of the world in overviews and at scale might be called dyslexic. Others who are excellent pattern-spotters and detail analysts with high levels of sensory sensitivity might be labeled autistic. The naturally curious who have a dispersed pattern of attention that could prove distracting in an open-plan office (but is an essential skill in a large crowd or during high-performance sports) may be defined as having attention deficit hyperactivity disorder (ADHD).

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