Recognizing the strengths of neurodivergent workers is not only a matter for inclusivity in today’s workplace. It’s also a strategic edge. Some employers use personality tests as part of their recruitment process. This can be discriminatory for those on the neurodivergent scale.
Businesses must create a more inclusive workplace for neurodivergent workers.
According to Dr Paul Brewerton – chartered occupational therapist, founder of Strengthscope and founder of Strengths Development Organisation – there are three ways that businesses can unleash the power of neurodivergent workers.
Prioritize individuality
Businesses should embrace and celebrate the uniqueness of each employee. A group of mathematicians at a US university calculated that the odds of getting the top seven strengths of another person in the exact same order is one in 1.3 billion.
This shows the variety of ways people work, think and contribute to an organisation’s goals. Recognizing and appreciating this individuality will help create a culture in which employees feel valued, understood and appreciated. Businesses should explore their employees’ strengths, and how they can be used in different roles or team dynamics within the organization. Employees will be more productive and engaged if they do this.
Consider hiring based on strengths
Psychometric assessments are often used by many organisations to find the “best fit” candidate among a large pool of candidates. Around 80% of Fortune 500 companies use tests for vetting candidates for higher-level positions. This can lead to discrimination against neurodivergent people. According to research, only three out of ten autistic adults are employed. This is a large employment gap compared with the eight out of ten non-disabled individuals.
Strengths-based hiring is the key to helping new employees adapt to their new roles and build confidence. Strengthscope’s approach and its core focus is to identify what makes an individual unique and how they can be successful in a career of their choice.
Create an environment that is safe for an honest and open dialog
Conversations that focus on strengths can make employees more comfortable in discussing their problems within a positive context. Employees will feel psychologically safe, which allows them to be vulnerable. This can be difficult for those who are on the neurodivergent continuum.
According to a CIPD survey, only half of employees who are neurodivergent feel that the workplace is open and supportive. It is therefore crucial for businesses to encourage honest and open dialog. It will enable people to express where they feel at their best, before exploring challenges in their roles. This positive context will encourage employees to express their needs and reinforce their value in the company.
The original version of this article, Three ways employers can empower employees with neurodivergent traits, appeared first on Human Resources News.
