 The term neurodiversity is attributed to sociologist Judy Singer who self-identified as being on the autism spectrum. neu·ro·di·ver·si·ty The key to this definition is the phrase "normal variation." We should expect neurological variations just as we expect physical variations among humans.
Examples of common variants include:
Why should you care? Neurodiverse people are often skipped over in the hiring process because they do not fit our perception of a qualified candidate. They are disqualified as not being able to communicate effectively or not a good culture fit. Neurodiverse candidates are often highly intelligent, and their variation may make them exceptionally skilled at tasks that require pattern recognition, memory, or mathematics. Overlooking these candidates because they do not perform well in traditional interviews may lead to a missed opportunity in finding the best talent. Embracing neurodiversity in the workforce takes effort. You may need to make physical accommodations, such as headphones, and will need to learn how to interact with and manage neurodiverse employees. The benefit far outweighs the challenges. Once you embrace neurodiversity, you can pull from a highly talented pool of underutilized workers. Their perspective can counteract groupthink and highlight problems and solutions previously unrecognized. The bottom line. Neurodivergence is normal. We all think differently, some more than others. The more your workforce reflects your potential customer base, the better you will serve your customers' needs. Do not discount talent because they are different. Different is a bonus, and you will reap the benefits of practicing inclusion.
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