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Editor’s corner: Why neurodiversity should not be forgotten in D&I conversations

Katie Royals, 01/04/2022

This week marks World Autism Awareness Week. The conversation surrounding neuro-divergence is beginning to enter the workplace but still has a long way to go.

Being neurodivergent means that an individual’s brain may function, process and learn information in a different way from someone who is “neurotypical”.

Statistics from 2017 show that just 16 percent of autistic adults are in full time work, despite 77 percent of unemployed autistic individuals wanting to work.

Diversity & Inclusion (D&I) still largely focuses on gender, ethnicity, sexuality and socio-economic background. It is understandable why. This is a lot of ground to cover and there is still a lot of work to do in these areas to make workplaces truly accepting.

However, we must resist falling into the trap of thinking these are the only things that can make it difficult for someone to fit into a workplace.

Working environments are not always set up to appropriately cater for neurodivergent individuals. This is especially true in the private wealth industry, where so much emphasis is placed on building relationships and large networking events.

These may not be easy and could be overwhelming for some. Recognising this and perhaps suggesting smaller meeting sizes or even virtual meetings or calls may be a welcomed adjustment.

Of course, neurodivergence varies hugely and individuals will have different requirements. A one size fits all approach simply will not work.

Instead, an environment where open and honest communication is the norm is needed to facilitate the conversations that will allow employees to raise the support and/or allowances they may need.

Matthew Syed, a journalist and public speaker, regularly makes the case for cognitive diversity.

If everyone in the room thinks just like you, then you will likely miss a lot of potential problems as well as opportunities. Embracing those who think differently to you arguably makes good business sense.

“Different not less” is a phrase that has been coined by the autistic community.

Workplaces should keep this in mind. Neurodivergent colleagues can offer a different perspective and bring valuable insights and ideas to a business.

It is estimated that around 15 percent – or one in seven people - of the population is neurodivergent.

This presents a significant commercial opportunity for firms that can prove they are truly inclusive, given very few currently cater to neurodivergent individuals in a meaningful way.

There is also a significant potential talent pool for firms to benefit from if they can make their workplaces a healthy environment for neurodivergent individuals to thrive.