Embracing Neurodiversity at the Workplace

Andrew Sam, Global Talent Acquisition Director at Jabil

About the author:  Andrew Sam is a Global Talent Acquisition Director who aspires each day to make Jabil more inclusive. One of his priorities for 2024 is to expand the candidate pool to include people who are neurodivergent and/or have physical disabilities.

Did you know that an estimated 15-20% of the global population is neurodiverse? This statistic encourages us to celebrate that we all think, learn, and behave differently.

This term was coined by Australian sociologist Judy Singer in the late 1990s. It asserts that neurological differences such as autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyslexia, dyscalculia, dysgraphia, and obsessive-compulsive disorder (OCD) are variances that occur naturally in the human brain and are more prevalent than we think.

One of the fundamental principles of neurodiversity is the idea that everyone has strengths and weaknesses, regardless of their neurological makeup. It emphasizes the importance of recognizing and nurturing these strengths while providing support for challenges. By reframing the conversation around neurodiversity, we can foster greater inclusivity and provide individuals with diverse minds the opportunity to thrive in a world that often struggles to accommodate them.

In other words, neurodiversity describes how we all understand, feel, and experience the world we live in differently. This also means that solutions to challenges can be found from unique and unconventional angles, an essential skill when faced with difficult problems.

Companies that actively seek to diversify their workforce by including individuals with neurodiverse traits often find that they benefit from increased innovation, creativity, and productivity. In turn, this diversity can lead to more comprehensive solutions and products that can cater to a broader customer base. According toHarvard Business Review and many other studies, companies that access neurodiversity talent have seen an improvement in engagement, business performance, and profits.

“Companies that actively seek to diversify their workforce by including individuals with neurodiverse traits often find that they benefit from increased innovation, creativity, and productivity.”

In Asia, the truth is neurodiversity is a fairly new topic. Many practitioners and companies — including ours — are still learning from those within and outside of Jabil.

We’re learning from our colleagues’ experience. Beginning in 2021, Baja, Mexico, initiated a hiring program specific to neurodiversity and cognitive and physical disabilities. With support from leaders, a dedicated cross-functional team, and inclusion at the forefront, this program focuses on awareness, accessibility, and hiring neurodiverse talent. Starting with education and disability inclusion training has enabled an understanding of how to foster an inclusive work environment for all employees.

Accessibility is also a key component; facilities were assessed to promote workplace accommodations and best practices. With this foundation, the Baja team provides opportunities for engagement and advancement for employees and candidates with disabilities and supported employment opportunities for neurodiverse talent. The site has also partnered with local organizations to support their efforts and employees as they continue to expand and progress.

As we continue our efforts to build a framework and hire people who are neurodivergent, it’s critical to foster an environment that values each person’s strengths while supporting their differences.

Change starts with us. We must challenge and overcome the prevailing stereotypes and biases surrounding neurodiversity. Historically, society and media have often focused on the limitations rather than the strengths of neurodivergent individuals, reinforcing negative generalizations and perpetuating misconceptions.

By embracing neurodiversity, we can unlock the full potential of all individuals. It is about recognizing the immense contributions that neurodivergent individuals make to society and the richness they bring to our collective human experience. This means creating a work environment that is accommodating, supportive, and respectful of diverse ways of thinking.

 

 

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