How to Neurodiversify in the Workplace – Workshop for Employers

Many people with neurological conditions such as autism spectrum disorder and dyslexia have extraordinary skills, including in pattern recognition, memory, and mathematics. Yet they often struggle to fit the profiles sought by employers.

Sometimes neurodiverse people exhibit challenging eccentricities. In many cases the accommodations and challenges are manageable and the potential returns are great. But to realize the benefits, most companies would have to adjust their recruitment, selection, and career development policies to reflect a broader definition of talent.

Companies that hire neurodiverse talent, enjoy not only reputational enhancement, but also productivity gains, quality improvement, boosts in innovative capabilities, and broad increases in employee engagement.

Research suggests that organization’s neurodiverse testing teams are 30% more productive than the other.

Innovation calls on firms to include people and ideas “from the edges.”, according to SAP.

Many neurodiverse people face barriers at the hiring stage – they do not often make eye contact, may be overly honest about their weaknesses, some have confidence problems.

Another problem is that companies need to change their standardized approaches and adjust to individual work contexts. Employers often perceive it to be an expensive invest, however, accommodations, like installing different lighting or providing noise-cancelling headphone (although neurodiverse professionals usually have them already) are very inexpensive.

With this in mind, Breaking Barrier Program invites to an interactive and content-packed workshop that will provide education and actionable tips to employers who are open to hiring and developing neurodiverse talent and enjoy the benefits of this initiative.

Orbital Learning Inc presents a workshop How to Neurodiversify in the Workplace that will cover the following topics:

Introduction to Neurodiversity in the Workplace

• Focus on all levels of the hiring process (selection, pre-onboarding, onboarding, and retention).

• Practical examples, pointing out which areas of your hiring process may be presenting unintended barriers, how to get started, what to do.

Evolving Best Practices for Neurodiverse Hiring

• Organizational preparedness, job ads/descriptions, where to post to attract, modified pre-screening, inclusive interviews and technical assessments, decision criteria, job offer and benefits of inclusive hiring.

Inclusive Communications

• Best practices on how to communicate inclusively – across all levels of an organization.