PEOPLE & PLANET | DIVERSITY

Personalisation key Many other companies regionally are implementing programmes that target neuro-diverse hires with customised roles for their abilities , appropriate hiring techniques and adapted workplaces – necessary steps to attract and retain talent long-term , say experts .

“ To accommodate neurodiverse talent , managers and HR departments need to foster an inclusive culture , provide necessary accommodations , create flexible work environments , and offer training to all staff on neurodiversity ,” Farida says . Deloitte leader Monika believes training is especially critical given that neurodiversity often manifests as an invisible set of differences , meaning managers and peers may not always be aware of unique requirements .

“ Understanding neurodiversity is the first and crucial step toward embracing it . Just as no two neurotypical individuals are alike , no two neurodivergent individuals are the same . And even within one condition , individuals may exhibit different traits on a spectrum , making it important to avoid

Estimates suggest 15-20 % of the global population are neurodivergent

A report by JPMorgan Chase found that professionals in its Autism at Work initiative were 90 % to 140 % more productive than neurotypical employees generalising the challenges faced and the support needed .”

Take working styles . While some people are comfortable working from home shielded from the pressure of unstructured social interactions , others may prefer the routine of office presence and the clear delineation of work and non-work hours , says Monika . It is therefore important to give workers “ some flexibility ” to choose how they structure their day .

“ Business accommodations need to be made not just in letters but also in spirit and should remain flexible with feedback received from neurodivergent workers and their allies .”

Wells Fargo has recognised the need to take a personalised approach . With offices in Bengaluru , Chennai , and Hyderabad , the company launched its Neurodiversity Strategy in India in 2021 with the aim to build a sustainable ecosystem for neurodivergent talent .

The financial services giant worked locally with community partner EnAble India to roll out a Train , Intern , Hire model – employing a customised approach that involves understanding the available talent pool and undertaking an intensive job role analysis to identify roles best suited for potential candidates . Selected candidates then undergo training for 14 weeks , inclusive of soft and hard skills .

Among unique features , the programme offers continuous engagement with family members , the allocation of buddies , intensive sensitisation sessions for leaders and teams , and encouragement of employees to advocate for themselves , sharing their needs and aspirations .

128 December 2023