The term neurodiversity isn’t new – but oddly enough it is new to me. I am neurodivergent. I was diagnosed with epilepsy when I was twelve years old. A few months ago, I learned that being neurodivergent simply means having a brain that functions in ways that diverge from society’s idea of ‘normal.’ This concept applies to individuals with Autism, Aspergers, Epilepsy, ADHD, and OCD. I am willing to bet that either you or someone you know falls into this category.
We tend to think of a diverse workplace as one where people of multiple races, genders, ages and sexual preferences are all welcome. But we don’t often hear people discussing the idea of neurodiversity in the workplace. Why is that? Tara Cunningham, CEO of Specialisterne USA, and Barbara Bissonnette, Principal at Forward Motion Coaching recently answered some questions I had on this topic:
FabAfterFifty: How are you helping place this community of neurodiverse, potential employees into jobs? Is is about raising awareness or do we need to remove the fear and just plain uncomfortableness recruiters may have with an applicant?
Specialisterne started the Autism at Work movement in 2004. At first, the non-profit had to beg companies to try and find the Autism advantage. 15 years later, they no longer need proactive sales pitches. Companies large and small come to them to find out how to actively recruit, source and onboard neurodiverse talent. Partners such as SAP and Microsoft have publicly shown better employee engagement, productivity and retention for all staff because of neurodiversity inclusion.
Forward Motion Coaching began providing career development and coaching for individuals with Aspergers Syndrome/Autism in 2006. They too have seen that larger companies such as SAP, Ford Motor Company, Microsoft and Accenture are all making an investment in a more neurodiverse workplace. They are recognizing the benefit of hiring based upon the strengths of these individuals and are reconfiguring positions to utilize these strengths. While in general there is a greater awareness, there is not necessarily a clear understanding of how to utilize this talent.
FabAfterFifty: What is the biggest hurdle we have to overcome in our society, relative to helping people with disabilities get into meaningful careers?
Specialisterne believes we need our education system to recognize diversity and raise the bar high for all people – with and without disabilities. We need everyone to see the abilities, strengths, talents and passions of each individual – finding them jobs at which they will excel.
Forward Motion Coaching encourages companies to place less emphasis on interpersonal skills. There are often many positions within an organization which are perfect fit. For example, employees with Aspergers Syndrome are often very literal. Positions which require analysis of mass data and interpreting the patterns are a great fit. Not all positions require excellent communication skills.
FabAfterFifty: Should someone with a neurological disorder be up front from the beginning about their situation when applying for work? I have never let my epilepsy define me, but I always want to be honest.
Specialisterne recommends being up front about your neurodiversity. Employers are actively looking for people with different experiences, view points and knowledge. Being a person with a disability, or one with neurodiverse experiences, is a benefit to companies and their employees.
Forward Motion Coaching believes it is a personal decision. If you don’t feel a need to disclose immediately – that is OK. However, if you will need reasonable accommodations or you have difficulty in communicating, you may wish to proactively disclose this fact.
FabAfterFifty: What advice would you give a woman over 50 years old, who has a neurological or any other type of disability, if they have been unsuccessful in getting a job or in making a career change?
Specialisterne shared with me that many employers are desperately trying to find diverse talent to increase their bottom line. Tara recommends that as individuals we highlight our disability and indicate how we are a better candidate, in part, because of it. Right. Up. Front!
Forward Motion Coaching advises clients to look for patterns if they are struggling to find work. Barbara recommends asking yourself: are you not getting any calls after applying for a job? Maybe your resume needs some work. Are you getting calls for that first phone interview, but that is where the process ends? Maybe it is time to focus on your interview skills (good advice for everyone!).
I encourage you to visit Specialisterne USA and Forward Motion for advice, career development and coaching for yourself or someone you know. Share with friends and family. We all need support to reach our full potential. No matter our challenges, we will always be fabulous. Be strong!
