Organizations must curate policies after understanding the specific needs of People with Disabilities.
There is enough evidence available to suggest that individuals differ on the basis of their neural chemistry. The diversity in terms of cognitive ability and differences in terms of patterns of behaviour is referred to as neurodiversity.
Tracing the genesis of the term, Khushboo Chabria, Diversity & Inclusion Program Manager, Neurodiversity Pathways explains that Neurodivergent' and 'Neurodiversity'. essentially refers to the differences in how the brain functions as well as the brain variation regarding learning, mood, and attention.
Coming back to the evidence of a neurodiverse population in the world, Dr Akshay Kumar, Director, Ask Insights says, “One in five people have a neurodevelopmental condition.” Quoting numbers from a recent study, Kumar highlights the pressing issue when he says that one in ten people did not disclose that they are neurodivergent. If numbers tell you a story, a neurodiverse demographic is a part of society but a general unwillingness to accept it is a hurdle in many ways like facing communication barriers, perceptual bias and social stigma.
On the workplace front, companies have shown some progress in embracing neurodivergent candidates. For a manager looking to hire bright talent, neurodivergent candidates are a powerhouse of focus, consistency, and intelligence.
Ashissh Kapoor, Director (Talent), EY India talked about his experience where he realised the significance of involving neurodivergent people as they have more ability to focus, ability to work continuously in particular interest areas, and their knowledge about technology and forensics.
The panel experts were unanimously in consensus with the fact neurodivergent people do not need a standard set of rules rather they need the flexibility to perform at the workplace.
Dwelling on the aspect of hiring at the BW People Ask Insights Disability Positive Summit & Awards, Nish Parikh, Co-founder & Global CEO, Rangam says, "When we work with neurodivergent talent, we do not put them in a box and do not put limits. But we always consider what type of job is out there and then we go out and look for talent & titles that match their ability."
Before concluding the enlightening discussion, the panellists concurred that it is extremely important that organizations must curate policies after understanding the specific needs of the People with Disabilities