Building an inclusive talent sytem - auticon

Diversity is a concept that has become increasingly common in recent years but has always been important; not only in society as a whole but also in companies. Besides an improved company image and workplace inclusion, there are many other positive effects of diversity in the workplace. How the benefits of an inclusive and (neuro)diverse workplace can look like and how to build an inclusive talent system, read the following.

What is Workplace Diversity

Diversity can be broken down into inherent and acquired diversity. Inherent diversity involves the traits that everybody is born with, including gender, ethnicity, and neurodiversity. Acquired diversity involves traits somebody can gain from experience. For example, enabling neurodiverse perspectives to enter the company can improve the acquired diversity of employers.

We at auticon are big on providing a neurodiverse, talented, agile workforce to improve the performance of our client’s information technology projects.

The term “neurodiversity” means there are differences in brain function and behavioural traits regarded as part of a normal, naturally occurring variation in the human genome. We view neurodiversity as a market advantage, because problem-solving, as an example, is enhanced by different thinking. Neurodiversity in teams (i.e., the collaborative effect of working with different cognitive styles) can also have an astonishing effect on a work culture: communication becomes clearer and more efficient, team spirit gains new momentum and employees feel valued for their unique and individual selves.

The benefits of having a neurodiverse team

• Variety of prospects: Diversity in the workplace means having more people with individual characteristics. In conclusion, there is a higher variety of prospects, which are beneficial for all forms of doing business. It is exactly these different perspectives that we at auticon seek and collect. By giving a new perspective on a task through our neurodiverse IT consultants, we open up a new approach on problem-solving.
• Higher innovation: Leaders who give diverse voices equal airtime are nearly twice as likely as others to unleash value-driving insights, and employees in a “speak up” culture are 3.5 times as likely to contribute their full innovative potential. In addition, inclusive companies are 1.7 times more likely to be innovation leaders in their market.
• Faster problem-solving: Harvard Business Review found that especially cognitively diverse teams generated accelerated learning and performance in the face of new, uncertain, and complex situations. Companies have more innovative solutions for unsolvable problems by allowing neurodiverse perspectives. A new way of looking at things and particular skills such as an analytical approach can help improve projects. 
• Leveraging untapped talent: In 2019, there were over 700,000 unfilled IT jobs in the US. The global tech talent gap is just one example of how much talent is needed in different sectors globally. Black-and-white thinking and rigid hiring resulted in a relatively homogeneous mass of perspectives. For this matter, neurodiversity can add some great talent to a workplace: 96% of our IT consultants in the UK have a STEM degree or an equivalent qualification, yet have been unemployed for approximately three years prior to working at auticon. Up to 90% of adults on the autism spectrum are either unemployed or under-employed; 77% who are unemployed say they want to work. There is a lot of untapped talent to be discovered – and hired.
• Reduced employee turnover: Diversity and inclusion in the workplace cause all employees to feel accepted and valued. When employees feel accepted and valued, they are also happier in their workplace and stay longer with a company. As a result, companies with greater diversity in the workplace have lower turnover rates.
• Improved hiring results: When companies see diversity as an essential building block for their teams, it makes them more attractive to applicants. This allows more talent to be acquired, which improves the diversity furthermore.

Making diversity and inclusion a top priority

Making diversity and inclusion a top priority has been one of the key missions for companies for years. Companies that build a truly inclusive culture are those that will outperform their peers. Employees perform best when they feel valued, empowered, and respected by their employers. Feeling valued in a diverse workplace in terms of age, ethnicity, religion as well as differences in brain function and behavioural traits.

For people on the autism spectrum, it’s not only important to be hired, but also to be understood. Many autistic people have above-average cognitive skills, but unfortunately may choose to “mask,” or camouflage, any social or communication difficulties in an effort to fit in socially at work. The cognitive skills common with autistic employees include distinctive logical and analytical abilities, sustained concentration and perseverance, an exceptional eye for detail and potential errors, amongst others. Typical workplaces, however, can often produce barriers for autistic people, resulting in unduly high unemployment rates. Some of these workplace challenges include:

• the sensory environment (e.g., sensibility for noise and/or light)
• vague or ambiguous communication
• small talk and expectations around “connecting” with colleagues and/or the wider team (e.g., joining team activities like lunch or birthday parties)

To bring out the best in our employees and to make us feel at ease, we support our neurodiverse teams from two angles: we have our own in-house job coaches and project managers. Our job coaches support our IT Consultants from a social and communication angle, whereas our Project Managers support our IT Consultants from the technical angle and also mentor their professional development.

“auticon enables me to work the way I want to work: I can fully focus on the quality of my work and don’t have to worry about those factors that may stop me from doing an excellent job. The best thing about working for auticon is that I can do what I’m good at.” Martin Neumann, IT Consultant

Want to help us build an inclusive and neurodiverse workplace? Come work for us!

About the Author
David Reeve is Global Chief Marketing Officer for auticon. David is a 20-year veteran of digital marketing, corporate communications, design, and brand development. His career experience draws from many sectors, including IT staffing, SaaS, aerospace, entertainment, and advertising; from start-ups to high-profile corporations such as Universal Pictures.