Pioneering companies of all sizes – including prominent companies such as Deloitte and Microsoft – have reformed their HR process in recent years to seek out neurodiverse talent.
Why? Because they recognise the great value that neurodiverse employees bring to their companies – as well as the value the company can provide neurodiverse employees.
Before I jump in further, what is ‘neurodiversity’? In short, it’s a term used to describe neurological differences in the human brain. In other words, we’re all wired differently and our natural differences have a direct impact on how we think and learn which leads to some unique advantages in the workplace, such as a greater ability to solve problems in ways that others might not be able to.
TwentyTwo is among these pioneering companies that considers neurodiversity as a positive thing that brings great value to our team’s thinking. We’ve learnt that neurodiverse employees are more likely to bring a greater empathy, creativity and innovation, as well as a unique resourcefulness in getting around problems, productivity gains and quality improvement that can help us offer better solutions for our clients. In short, being neurodiverse demands a diversity of thought that can add value to delivering a more complete perspective.
As a dyslexic, I’ve grown to understand that it’s a gift that allows me to think differently and get a unique perspective which has been an incredibly valuable skill throughout my career. Working for a company like TwentyTwo which understands, supports and harnesses my dyslexic thinking, means that I’m able to add value that might otherwise have been missed.
I encourage all employers to embrace this skill and use it to deliver better outcomes, like TwentyTwo does. When companies understand and support neurodiverse thinking, they tap into a pool of talent that offers new and often better ways of doing things, including young people in New Zealand, 20% of which are neurodiverse according to the New Zealand Centre for Gifted Education. This article on Fidelity Life’s partnership with Auticon is also a great example of how neurodiversity is a strength in the workplace.
It’s so encouraging to see organisations understanding and embracing the value and I applaud them for taking such a positive inclusive approach. I’d encourage all businesses to incorporate neurodiversity into their culture as a part of a wider diversity strategy.