Corporate Neurodiversity Training and How Learning Organizations Stand to Benefit

Did you know?

• 1 in 5 adults is neurodivergent {1}
• Upto 25% of chief executives believe themselves to be dyslexic, yet few disclose this publicly {1}
• Out of 500 neurodivergent people, 61% have faced stigma in the workplace {2}

And, 

• Companies championing neurodiversity benefit from 28% increased revenue and 30% better profit. {3}
• There’s 87% better decision-making in neurodiverse teams {4}

What is Neurodiversity Training?

Neurodiversity is the natural variation of how people think, process their information, and experience the world. It is based on the premise that no two individuals think alike. Conditions that fall under this broad definition of neurodiversity include autism, ADHD, dyslexia, and dyspraxia (a common disorder that affects movement and coordination).

A recent briefing from the World Economic Forum has encouraged open and honest discussions on making workplaces more inclusive and the importance of recognizing and valuing different modes of cognitive functioning. It highlights how neurodivergent individuals bring valuable skills like analytical thinking and creativity. 

Neurodiversity Training is an approach sensitive to this uniqueness among learners—their specific needs and learning styles. Providing an educational experience that is accessible and truly effective to one and all forms the crux of neurodiversity training. 

Neurodiversity Training at the Workplace

A recent grant has made news for all the right reasons. While there have been tremendous advancements in technology and artificial intelligence, organizations are encouraged to use it to create a positive impact in more ways than one. Training that fosters inclusivity leads to enhanced organizational productivity and greater innovation. Further, training that encourages better communication and creates supportive environments fosters better overall management practices. It leads to reducing turnover and boosting job satisfaction. A study reveals that 81% of employees who believe their company culture is inclusive are happy in their jobs. {4}

A well-rounded neurodiversity training program at the workplace should begin with awareness and education. Educating the workforce about neurodiverse conditions and recognizing cognitive differences is a great first step. Inclusivity and training are more than just compliance with legal requirements. It is an opportunity to celebrate individuality and take a socially responsible stance. A reputed brand and forward-thinking organizations are attractive to employees and customers alike. 

Creating multi-modal content is one of the primary ways to make your training neurodivergent. This includes integrating text, audio and visual content, images, subtitles, and the availability of assistive technologies allows learners to choose a format that they prefer. Offering self-paced training programs, and providing additional resources go a long way in encouraging participation and course completion. Another tried and tested method is offering intuitive navigation—personalized learning paths, providing structure to courses, and organizing content. Including quizzes, multiple choice questions, scenario-based learning, game-based learning, and VR solutions offer learning variety while keeping the audience engaged with the content. 

Several organizations have already embraced neurodiversity and reaped measurable benefits.

Microsoft’s Neurodiversity Hiring Program aims to attract and support neurodivergent candidates. Providing tailored interview processes and ongoing support needed for their career growth and success marks a clear distinction about Microsoft as an employer of choice.

Similarly, SAP’s Autism at Work Program provides hiring and workplace support to leverage the unique abilities and perspectives of neurodiverse individuals. It highlights the company’s stance on authentic identities. 

Ernst and Young (EY) has established the Neuro-Diverse Centers of Excellence to harness the talents of neurodivergent individuals, enhancing innovation and helping organizations unlock their full potential. 

Investing in neurodiversity training and neurodiverse practices is not just about ethical choices; it’s a business strategy that delivers tangible results. Companies that prioritize neurodiversity position themselves at the forefront of inclusive workspaces, innovation, and productivity. This is where ELB Learning can help. We can help you create training programs that meet your objectives. From the use of learning tools, technologies, and AI to measuring the impact of your learning programs, we will assist you at every step. Learn more about our custom learning solutions. 

Sources:
{1} Deloitte Insights {2} Texthelp {3} Accenture {4} Cloverpop