NEURODIVERSITY IN THE WORKPLACE: THE BENEFITS OF NEURODIVERSE TALENT IN TECH

One of the biggest issues facing the tech sector is still finding qualified and appropriately skilled workers. Nearly half of tech recruiters say they are having trouble finding qualified applicants, according to research released by CodinGame and CoderPad. To attract the top personnel in a candidate-driven market, IT recruiters will prioritise candidate experience during the hiring process in 2022, according to the same survey. Expanding the talent pool and considering how neurodiverse people could succeed in tech professions are two ways to address the present hiring problems in the industry.

Though many modern digital companies are getting better at ensuring that their workforces are diverse, it's important to note that a company is six times more likely to exhibit enhanced innovation and agility if it has an inclusive culture. How neurodiversity is managed at work is one sign of an inclusive culture. Fortunately, our understanding of how the human brain functions are improving. People are therefore better able to receive a diagnosis, therapy, medication, etc.

Implementing systemic support, however, is equally essential. Many business executives are unaware that neurodiverse people frequently do better in computer occupations. This is a strong argument in favor of embracing neurodiversity in the workplace, particularly in IT roles.

Neurodiverse Workers: An Untapped Talent Pool

While technology is transforming the way we work at an ever-increasing pace, there’s one seemingly intractable problem holding it back: the tech talent crisis.

• Recent studies indicate that the lack of tech talent is at its worst point since 2008.

• According to 65% of companies, hiring difficulties are affecting the tech sector.

• Data analytics, cyber security, artificial intelligence, and transformational skills are particularly hard to come by; if nothing is done, a 3 million-person worldwide tech job shortfall is predicted by 2030.

On the other extreme, neurodivergent people are more likely to be unemployed or underemployed, underpaid, and poorly supported. What’s more, many autistic workers are feeling unable to disclose that in their workplaces.

• More than 15% of the world's population, or one in seven people, has a neurodivergent condition, which is a catch-all phrase for those with autism, ADHD, dyspraxia, and other neurodevelopmental disorders.

• Around 85% of people who are neurodivergent are jobless or working lowly jobs that are much below their ability and testing level.

• Only 16% of autistic adults in the UK have a full-time paid job, while only 32% of autistic adults work for pay.

• Of autistic adults without jobs, 77% said they wanted a job.

Although the digital talent gap is a growing issue, there is a sizable population with the necessary abilities that has been completely ignored by the industry up to this point: people who are neurodiverse, particularly those who have autism.

Why Neurodiverse Workforces Matter

What are some of the most popular soft talents when looking for strong candidates for IT roles? Most frequently, job postings call for applicants who actively strategize novel approaches, think creatively, and so on. People with neurodiversity frequently excel at these talents. Of course, it's important to consider the benefits of having a neurodiverse workforce.

Benefits of a Neurodiverse Workforce

Gaining a Competitive Advantage in the Market

While neurodivergent people frequently struggle with social interaction, communication, and some cognitive functions, they are also more likely to show intense focus and subject knowledge because of their particular interests. In addition to possessing specialised knowledge or technical proficiency, neurodiverse people thrive in repeated jobs. In other words, they have the expertise that is currently particularly needed in the IT industry, where the digital revolution is compelling businesses to embrace more cutting-edge technology in order to satisfy client needs more quickly.

Tackling Skills Gap and Labour Shortages

Across the board, there is a severe talent shortage in technology. The sector's fastest-growing skill cluster, data analysis, is predicted to rise by 33% over the next five years, according to the most recent reports. Meanwhile, the biggest skills gaps in the UK's tech sector are in big data, data analysis, and architecture, as well as cybersecurity.

The population's neurodiversity may be able to address the main problem facing the sector: closing the IT skills gap. This underrepresented group of applicants has a wealth of talent and skill to offer. Despite this, among all handicap categories, those with autism have the startlingly highest unemployment rates.

Bringing Innovation into the Game

The term "neurodiversity" describes the various ways in which people's brains function and process information. Employees who are neurodivergent give fresh insights that can foster innovation, from coming up with answers to difficult problems to creating creative strategies and products.

Industry leaders are fast realising the great benefit neurodiverse teams can provide to organisations that strive for excellence and innovation.

Fostering a Culture of Inclusion

Employing neurodivergent individuals fosters an inclusive culture that benefits the entire workforce. Remarkable changes can be made to a workplace's culture by neurodiversity in teams, or the collaborative impact of working with individuals who have different cognitive ideologies. For example, communication becomes more effective and clearer, teamwork picks up steam, and employees feel appreciated for their distinctive individuality. Promoting both innovation and empathy within the organisation, is a fantastic thing to accommodate individual requirements from which everyone may gain.

How to Promote Neurodiversity in Tech Jobs

Supporting neurodiversity in the workplace frequently begins with the hiring process. A thorough hiring procedure is required for many tech positions to make sure that candidates possess the hard, soft, and social skills needed to succeed at work.

It's time to widen the hiring pool, though. Start by thinking about your recruitment strategy.

Many neurodiverse job candidates are looking for positions that will help them and offer the infrastructure they need to thrive and perform well. Everyone struggles in situations that seem to be working against them, and nobody wants to hide who they are at work.

Start by re-examining the terminology you employ during the hiring process. Do you actually provide accommodations for individuals with neurodiversity? Are open conversations between neurodiverse people permitted at work? Do you allow neurodiverse people to make adjustments and changes that suit them, which is even more crucial?

Educating hiring managers

Educating your hiring managers, recruitment teams, or business partners is also crucial. Numerous neurodivergent people find it difficult to maintain eye contact or reluctant to shake hands. There is no justification for discriminating against individuals based on these "atypical" behaviours during job interviews.

Refresh, renew, and customise the candidate recruiting process. The interview process is increasingly being co-created by some businesses and employees. Some people prefer to meet you in person, while others prefer to communicate with you via video call.

Embracing Neurodiversity in the Workplace

Your business will be able to develop the most innovative concepts, novel tactics, and successful plans by actively seeking out varied individuals.

Everyone benefits from building support mechanisms for a neurodiverse workforce. While gaining tangible business advantages like higher productivity, revenue, etc., you are promoting the humanity of your employees.