Nearly 20% of the population experiences some form of neurodiversity, affecting their personal and professional lives to varying degrees. Despite this, the topic remains underrepresented in public and media discourse. To address this gap, the Pomeranian Development Agency and auticon have initiated a series of workshops for employers in the Pomeranian region.
Neurodiversity refers to variations in brain functioning and includes conditions such as autism spectrum disorder, ADHD, dyslexia, dysgraphia, and dyspraxia. Over the past decade, diagnostic rates have increased significantly, directly tied to growing self-awareness among younger generations. Experts from Marsh & McLennan predict that half of Generation Z workers identify as neurodivergent. Considering that Millennials and Gen Z will make up 72% of the active workforce by the end of this decade, neurodiversity can no longer be ignored.
Challenges of Being Different
Neurodivergent individuals, such as those with autism or ADHD, bring unique perspectives, skills, and creativity that can significantly enrich workplace environments. However, many companies still fail to fully recognize their potential, often focusing on perceived challenges. Neurodivergent individuals may face difficulties with prioritization, effective planning, adapting to changes in daily routines, or social interactions. They are also particularly sensitive to sensory stimuli, such as excessive noise, bright lighting, or physical touch.
This list can be daunting for both employers and colleagues, and often, unfortunately, it leads to avoidance. When something deviates from societal norms, a natural human reaction is denial. Yet consciously including neurodiversity in organizations brings not only ethical but also business advantages.
– We approach our partners and local employers with this initiative because we feel a sense of mission. This is not about promoting or highlighting neurodivergent individuals but about leveling the playing field and taking actions that benefit everyone – says Radosław Młynarczyk from Invest in Pomerania.
Workplace Efficiency
The workshops organized by Invest in Pomerania, an initiative coordinated by the Pomeranian Development Agency, and auticon showcase the range of positive changes that employing neurodivergent individuals can bring to a company. These include analytical and innovative thinking, precision, recognizing patterns and trends, creativity, attention to detail, and the ability to process large amounts of information. Honesty is another valuable, though not always fully appreciated, trait, which requires proper preparation.
– A neurodivergent employee often operates with facts and objective judgment. They won’t sugarcoat their words when reporting or sharing the results of their work. This can potentially lead to conflicts, but only if the recipient of the message cannot detach themselves from the tone of delivery – adds Radosław Młynarczyk. – However, this doesn’t change the integrity and reliability of the information itself.
Creating an inclusive workplace benefits the entire organization. Breaking projects into smaller tasks, giving advance notice of upcoming changes, setting clear deadlines, attaching agendas to meetings, and shortening unnecessarily lengthy discussions are strategies that improve the efficiency of all employees, not just those with special needs in these areas.
Raising Awareness
Inclusive policies should begin with the recruitment process. Adapting often routine interviews can help identify candidates best suited for specific roles.
– Recruiters often look for superheroes –versatile, multi-talented cyborgs. Individuals who are brilliant specialists but struggle with abstract communication will never sell themselves as effectively as cheerful enthusiasts. Making requirements and interviews more concrete benefits both candidates and employers – argues Marcin Myśliwczyk from auticon.
In the first series of neuroinclusivity workshops, participants included LSEG (London Stock Exchange) and Thyssenkrupp. Team leaders and HR specialists learned about the challenges and benefits of including neurodivergent individuals in their organizations, as well as strategies for effective project management.
