Neurodiversity in the Workplace – Inclusive Recruitment and Management
A/typical Foundation is the main partner of SWPS University, as well as the initiator and author of the study program „Neurodiversity in the Workplace – Inclusive Recruitment and Management”. The Foundation promotes neurodiversity, that is, knowledge about the potential and value of atypical persons.
Neurodivergent people often have unique abilities and talents that, when used properly, can result in significant benefits for them and the organizations with which they work. Companies and corporations are increasingly recognizing neurodiversity and seeking a competitive edge by building diverse teams. Recent research indicates that neuroatypical individuals can be significantly more productive than neurotypical workers at performing certain tasks. Along with that, they are frequent innovators and inventors, outstanding coders, game and software testers, and meticulous accountants or business analysts.
Neurodiversity is widely incorporated into strategies for fostering an inclusive culture, diversity audits, and KPIs (Key Performance Indicators) by leading international companies that set trends and standards in the fields of DEI (Diversity, Equality, and Inclusion) and CSR (Corporate Social Responsibility), such as EY, SAP, JP Morgan, and Hewlett Packard.
Yet, one in two employers would still not hire a candidate from at least one neurodivergent group: autism spectrum, ADHD / ADD, dyscalculia, dyslexia, dyspraxia, or Tourette’s syndrome (Institute of Leadership & Management, 2020). Most companies do not have procedures related to neurodiversity (ibidem). As a result, neurodivergent people, despite
their enormous potential, still struggle to find and sustain their employment. Hence, it is time for a radical change in organizational culture to build a truly inclusive workplace. It should encompass modifying several well-established practices, such as job offer formulation, recruitment, onboarding, redesign of work environment and workspace, and introducing modes of communication that adapt to the diverse psychological profiles of employees.
Therefore, an innovative postgraduate program on neurodiversity in the workplace is proposed, aimed at teaching participants how to:
Recruit people working based on their potential to find and retain hard-to-reach specialists.
Build diverse teams and manage them effectively, increasing their productivity and creativity.
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