Embracing the Power of Neurodiversity

Marilyn Swinney

20 years: Business Development & Growth

15-20% of the global population exhibit some form of neurodivergence. Join Marilyn Swinney as she explores how to create neuroinclusivity in the workplace.

Diversity, Equity & Inclusion

15-20% of the global population exhibit some form of neurodivergence. Join Marilyn Swinney as she explores how to create neuroinclusivity in the workplace.

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Embracing the Power of Neurodiversity

10 mins 41 secs

Key learning objectives:

Define neurodiversity
Understand the challenges the neurodiverse face
Outline tips to help neurodiverse talent in the workplace

Overview:

Neurodiversity refers to neurobiological developmental differences in the brain - such as autism, ADHD, dyslexia, dyspraxia, dysgraphia, and dyscalculia. It is estimated that 15-20% of the global population exhibits some form of neurodivergence. Studies have shown that autistic individuals are vulnerable to workplace exclusion with 49% of autistic individuals leaving the workplace due to bad treatment by colleagues. It is possible to be more inclusive by ensuring representation, purposeful data collection and creating communities.

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Summary

What is neurodiversity?

Neurodiversity refers to neurobiological developmental differences in the brain. Neurodivergent people include those with autism, ADHD, dyslexia, dyspraxia, dysgraphia, and dyscalculia. Many have more than one diagnosis and it is estimated that 15-20% of the global population exhibits some form of neurodivergence.

What are some challenges that neurodiverse people face?

The Autism Research's Vulnerability Experiences Quotient (VEQ) 2019 highlighted that internal factors in businesses are typically designed for neurotypical employees. This includes business practices, processes (including recruitment and performance reviews) and culture. Some of the statistics they found include:

– 49% autistic individuals left the workplace due to bad treatment by colleagues

– 33% are regularly overlooked for promotion or contract renewals

– 55% struggle to get roles that match their qualifications

How can an individual be more inclusive to neurodiverse talent in the workplace?

1. Include agendas in all your meeting requests (even if it’s a casual catch up)

2. Use clear language in your communications (for example, think about how what you say can be taken in a literal sense)

3. Remember that not everyone is open to physical contact (even if this is a light touch on the arm or shoulder to get someone’s attention)

How can the organisation be more inclusive to neurodiverse talent in the workplace?

1. Ensure there is top down commitment and representation

Neurodivergent role models at C-suite level can inspire employee engagement and openness.

2. Prioritise purposeful diversity data collection from your workforce

Identifying needs and aspirations will help you better understand where and how talent is contributing and will frame employee benefits and workplace adjustments accordingly.

3. Create pockets of community either Employee Resource Groups (ERGs) or other like-minded groups

Allow people to connect internally, create channels of feedback and highlight needs for support.

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Marilyn Swinney

Marilyn Swinney, a two-decade-old asset management professional, has a proven track record of developing strategic partnerships across various institutions. Her skills in business development, risk management, investment solutions, and product development, combined with her visual impairment, enable her to provide unique perspectives to investors. Swinney is a CFA Charter holder and active in the diversity, equity, and inclusion community, holding advisory board positions for groups like GAIN and Cambridge Sustainable Investment Partners. She is also a business ambassador for Ambitious About Autism.

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