Neurodiversity is a term that refers to the diversity of human brains and minds. For example, someone who has dyslexia may have difficulty reading, but they might be able to use their ability to think creatively in other ways. This can be really valuable for employers, who often struggle with the challenge of hiring employees with disabilities because they aren’t sure how best to support them in the workplace or if they should hire them at all.
The definition of Neurodiversity. Neurodiversity Coaching is a concept where neurological differences are to be recognized and respected as any other human variation.
Neurodiversity is a concept where neurological differences are to be recognized and respected as any other human variation. This could include people with ADHD, Asperger’s Syndrome, Dyslexia, Tourette Syndrome or any other differences in brain wiring.
Neurodiversity is Not a Weakness, It’s a Strength
In the past it has been considered that all brains should look the same and fit into what society deems normal behavior but this is far from true!
We live in an ever-changing world where technology and innovation are changing our lives on an almost daily basis; therefore we need adaptable mindsets to help us through these changes, rather than static ones that can’t cope with change at all. Neurodiversity allows for variation in thinking styles which helps businesses innovate faster than their competitors because they have more experts working for them who each have different areas of expertise (rather than having one expert who knows everything).
How Much Do Companies Lose Annually by Ignoring Neurodiversity? £1.5 Billion Annually
Imagine the cost of losing a talented employee who is neurodiversity. These employees are often fired or asked to leave because they are seen as difficult to work with and their unique talents are not understood. It is estimated that the cost to employers in terms of productivity, absenteeism, training and recruitment can be as much as £1.5 billion annually. The loss of productivity alone costs companies an average of £2,000 per employee each year according to research conducted by Professor Ruth May at Curtin University (Australia). This figure does not include any additional costs associated with recruiting and training replacement workers.
A lack of understanding also means that these individuals do not feel valued or supported by their employer which can have a negative impact on their health and wellbeing. This could lead them taking time off sick more frequently than other employees who don’t experience the same level of discrimination in the workplace due to Neurodiversity Speaker but instead receive support from management when times get tough for them either directly through counseling services provided by HR departments within organizations or indirectly through access to flexible working arrangements such as flextime arrangements (where employees set their own hours) where necessary so they can get through periods where they feel unwell without affecting their ability later down line due lack health insurance claims being rejected due non-attendance/illness absences etcetera.”
Also Visit: How Big Is The Energy Efficiency Resource?
What Are the Benefits of Having a Diverse Team?
Let’s start with the obvious: having a diverse team means that your workplaces have a more interesting environment.
Having people with different skill sets and perspectives working together helps foster innovation. “We’re far more likely to have our employees come up with creative solutions when they don’t all think alike,” says Jennifer Petriglieri, Ph.D., professor of organizational behavior at INSEAD Business School in France.
Additionally, having a diverse workforce can improve productivity and profits for your company. According to the Center for American Progress (CAP), “The benefits of diversity extend beyond individual companies or industries; the U.S.’s economy as a whole is better off because it includes women and minorities who represent different perspectives on consumer preferences, technological change and business strategies.”
What Does It Mean When People Say That Neurodiversity Strengths Can Be Assets for Business?
Neurodiversity individuals might have abilities to use their brains differently to process information or activities more creatively due to their unique wiring/ thinking style which helps them to gain new and fresh insights about how things can be done differently or better than others.
Given that most people are of average intelligence, it’s easy to see how a neurodiversity individual might have abilities to use their brains differently to process information or activities more creatively due to their unique wiring/ thinking style which helps them to gain new and fresh insights about how things can be done differently or better than others. So the next time you hear someone say that neurodiversity strengths can be assets for business, you’ll know what they mean!
If you’re interested in becoming a neurodiversity friendly employer and want to learn more about how we can help your team, please visit www.TheDyscoveryCentre.com
Conclusion
The best way to achieve this is to hire people with a range of different brains. This will give you the chance to see how they work and how they think differently from each other which could be an advantage for your company. At Neurodiversity Friendly Employers we can help you find candidates who have the right skills, knowledge and experience that are suited for your business needs. Contact us today if you want more information or want us to send over some resumes.
Read More: The best designs for curtains and top-quality blinds in UAE
