Many companies are now aware that they must be a reflection of society. This is reflected in a better ratio between the number of men and women, but also in diverse backgrounds. What many companies still do (too) little with, however, is neurodiversity. For example, have you ever looked at the proportion of extroverts and introverts within your company?
In short, you can say that neurodiversity takes into account people whose brains work slightly differently than average. Autists and gifted people, for example, but also introverts have a slightly different brain than extroverts. For example, introverts need more time to make their point and are more likely to be overstimulated. Things to take into account when setting up a company. Taking neurodiversity into account is very rewarding. I would like to list the main advantages below.
More innovation
By having a good mix of different people, you will notice that there are more different ideas. That gives a huge boost to your innovative power. Employees who look at the world in a different way will come up with different solutions. As far as introverts are concerned, their strength lies in seeking the depth and analyzing things thoroughly. They find things that others may not find.
Better recruiting
By taking neurodiversity into account in your recruitment, you get a more varied range of applicants. They will feel more approached than if you post a standard vacancy. Instead of looking for a copy of your current employees, it is better to ask yourself what qualities you are looking for exactly. You may find them in someone who is neurodiverse. For example, an introvert can listen very well, analyze and is strongly people-oriented.
Better problem-solving ability
A neurodiverse team will look at problems in different ways. And also their solutions will often be quite different, giving you more options to actually solve the problem. This means that the problem-solving capacity of a neurodiverse team is many times higher than that of a team that is more similar.
Less turnover
In companies that pay little or no attention to neurodiversity, people who are 'wired' a little differently often don't feel at home. They come to see their differentness as a shortcoming, which can cause them to look for a place that fits better. By instead naming differences and actively valuing them, you can prevent this. Certainly not an unnecessary luxury in the current labor market.
Using all your talent
If the focus of your company is only on certain dominant qualities, you run the risk of leaving certain talent untapped. Instead, it is better to look at where the talents lie per person, so that you use them optimally. In this way you contribute to more happiness at work for employees, but also to the overall atmosphere within the company. And you may discover talents that you would otherwise have overlooked.
Do you want to know more about neurodiversity? I regularly provide training on diversity and leadership. Contact me for more information.
