“Want to know how to attract the innovative and resilient employees required to give you a competitive edge in the Fourth Industrial Revolution? “
Professor Klaus Schwab, Founder and Executive Chairman of the World Economic Forum, claims that Neurodiversity will be the defining competitive advantage in the Fourth Industrial Revolution. Thorkil Sonne, the founder of Specialisterne Foundation, talked about how to bolster this inclusion, at the Forum’s Annual Meeting in Davos this month.
Don’t waste the opportunity
“The world needs all the talent it can get – we can’t afford to set aside talented people who are different.” In fact, as Mr. Sonne claims, their different perspectives are desperately needed if we are to innovate our way through today’s global challenges.
In today’s digital economy, diversity and inclusion are critical to innovation, customer satisfaction, and employee engagement. Nevertheless, the neurodiverse population remains a largely underutilized talent pool that can bring a competitive edge to business, if organizations remove the barriers that keep this group outside the workforce.
Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to organize social worlds by categorizing. (Unconscious Bias | diversity.ucsf.edu)
“People tend to hire people who are like themselves, and autistic people are not like you, they are like themselves,” says Mr. Steve Silberman, author of the well-known article called The Geek Syndrome which explored the explosion of autism in Silicon Valley.
Traditionally people with disabilities have mainly been known by their impairments, by how they deviate from the ‘norm’. Today, there is a social model for how to understand disability as an evolving concept.
The Dandelion Management Style
Neurodiversity programs induce companies and their leaders to adopt a style of management that emphasizes placing each person in a context that maximizes her or his contributions.
“Consider the dandelion. In a lawn, it’s a nuisance. In a kitchen garden, the picture changes completely.” (Thorkil Sonne)
Results from many employers show that it makes good business sense to provide inclusive work environments for people with disabilities. You will get the work done, and harvest positive side-effects such as higher engagement, higher retention rate, joy of work, sense of purpose and improved management skills in the workplace.
Today the movement has spread to many countries and large companies around the globe, such as SAP, Microsoft, IBM, EY, PwC, and JPMorgan Chase, with a next wave of businesses adapting their management models to include autistic people.
How to succeed
Specialisterne is an organization dedicated to helping employers understand, value and include the unique capabilities of individuals on the autism spectrum within the workforce. Specialisterne Singapore works with companies to diversify their workforce and assists them to find local talent in living with autism. Using a unique tailored process, they aim to remove the barriers experienced by individuals with autism in the traditional recruitment process.
1. Specialisterne provides you with the opportunity to capitalize on your investment in human resources. We have the solution for finding, attracting and retaining local talents that will give you the competitive advantage of neurodiversity.
2. Specialisterne lets you differentiate your management skills. We have acquired vital knowledge of the requirements and expectations of the corporate leadership.
3. Specialisterne’s recruitment framework is highly validated and guarantees you the benefits of hiring a neurodiverse workforce.