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Tag: neurodiversity

Empowering Neurodiversity: The Competitive Edge in Workplace Loyalty and Reliability

Loyal. On task. Reliable. HR and Business owners — Do you want those qualities in employees? In the realm of employment, the conversation around diversity has expanded to encompass the spectrum of neurological differences. Neurodiversity embraces differences in brain function and behavior as a natural manifestation of humanity’s variety rather than viewing them as wrong or problematic. Neurodiversity, including autism, ADHD, dyslexia and more, is increasingly being hailed not just as an aspect of workplace inclusivity but as a strategic advantage in fostering loyalty, optimizing task time and enhancing overall reliability among employees.

READ: 5 Benefits of Hiring Neurodiverse Talent

At its core, neurodiversity represents a paradigm shift, challenging traditional perceptions of neurological differences as mere deficits. Instead, it reframes these variances as natural variations within the human brain, each with its unique strengths and capabilities that can profoundly benefit businesses.

One of the standout advantages neurodiverse individuals bring to the table is their remarkable loyalty to their work and employers. Research has shown that employees who feel genuinely valued and accommodated for their unique abilities tend to display higher levels of loyalty to their organizations. Neurodiverse individuals, when provided with an inclusive and supportive work environment, often reciprocate with immense dedication and loyalty.

Accommodations that support neurodiversity, such as flexible work schedules, quiet spaces or alternative communication methods, not only cater to the specific needs of neurodiverse individuals but also foster an atmosphere of inclusivity that encourages loyalty and commitment.

Moreover, the unique cognitive styles prevalent among neurodiverse individuals contribute significantly to optimizing task time within the workplace. For instance, individuals with ADHD might possess hyper-focus, allowing them to delve deeply into tasks they find engaging, resulting in exceptional productivity during those periods of intense concentration. Conversely, individuals on the autism spectrum often exhibit an eye for detail and pattern recognition, which can be invaluable in tasks requiring meticulous attention.

Harnessing these diverse cognitive approaches and providing opportunities for individuals to excel in tasks aligned with their strengths can increase team efficiency and innovation. By recognizing and leveraging these distinct cognitive styles, businesses can effectively capitalize on the collective strengths of their neurodiverse workforce, leading to more effective and time-efficient task completion.

READ: 7 Reasons to Embrace Neurodiversity in the Workplace

Additionally, the reliability of neurodiverse employees can be a substantial asset to organizations. Contrary to misconceptions about consistency and reliability, neurodiverse individuals can demonstrate remarkable reliability when provided with environments that accommodate their unique needs. Once established within a supportive framework, they often show a strong dedication to routines and tasks, contributing to consistent and dependable work output.

Employers who invest in understanding and accommodating the needs of neurodiverse employees often witness a significant improvement in overall reliability. Clear communication channels, structured routines and well-defined expectations create an environment where neurodiverse individuals thrive, leading to enhanced reliability and consistency in their work performance.

Moreover, the presence of neurodiverse individuals in the workforce promotes a culture of acceptance, diversity and innovation. When employees witness an inclusive environment that celebrates differences and encourages the leveraging of diverse strengths, it fosters a sense of belonging and camaraderie among team members. This inclusive culture not only attracts top talent but also cultivates a workplace where individuals of all neurotypes feel empowered to contribute their unique perspectives, leading to more creative problem-solving and innovative ideas.

The integration of neurodiversity in the workplace presents an opportunity for businesses to tap into a pool of unique talents and strengths. By acknowledging and accommodating diverse cognitive styles, organizations can unlock the competitive advantages of heightened loyalty, optimized task time and enhanced reliability among their workforce. Embracing neurodiversity isn’t just a matter of inclusivity; it’s a strategic move that fosters a dynamic and innovative workplace culture, ultimately propelling businesses toward greater success and sustainability in the modern landscape of employment.

 

CombsdannyDanny Combs is a leading voice in creating equitable futures for neurodistinct individuals in business. Mr. Combs is the founder of TACT (Teaching the Autism Community Trades), the state of Colorado’s leading transition to employment and training organization, and the co-founder of the Colorado Neurodiversity Chamber of Commerce, the first neurodiverse chamber in the country. Danny has brought together almost 100 businesses to build better opportunities, pay, and career advancement for neurodistintic individuals. His organizations have raised over $5 million in funding to create scholarships to serve all socioeconomic classes.

Employers, You’re missing the Largest Untapped Talent Pool — but it’s Not Your Fault

There is the elephant in the room, and it’s a big one.

The workforce is aging: Only 62% of the population is working, and while employers have looked everywhere for employees, they have missed the largest untapped pool of talent — the disability community.

But right now, transition services for the disability community aren’t designed or set up for employment; they’re set up for day treatment. This means that schools aren’t setting up pathways for individuals with disabilities to find work; they’re sending them straight to daycare.

42.5 million Americans have a disability; they are talented, brilliant individuals with something to augment every job setting. Inclusive societies are built on the principles of equality, diversity and opportunity for all. However, despite significant progress in recent years, one community that still faces barriers to full inclusion is the disability community. A critical component of this inclusion is the transition to employment services tailored to the needs of individuals with disabilities.

READ: Embracing Neurodiversity in the Workplace — 5 Benefits of Hiring Neurodiverse Talent

The current landscape

For many individuals with disabilities, achieving economic self-sufficiency through gainful employment remains a challenge. While there has been considerable advancement in accessibility and accommodations, there is a lack of dedicated transition services that can empower individuals with disabilities to secure and maintain meaningful employment. The existing gaps in the system often lead to unemployment, underemployment and limited career opportunities for this community.

Challenges faced by the disability community

  • Limited access to education and training: Many individuals with disabilities face barriers in accessing education and vocational training, which are crucial for acquiring the skills necessary for employment. Transition services can help bridge this gap by providing tailored support and resources.
  • Stereotypes and stigma: Negative stereotypes and societal stigmas can hinder the employment prospects of people with disabilities. Transition services can help break down these barriers by fostering awareness and understanding, both within the disability community and among employers.
  • Lack of targeted job search support: The job search process can be particularly challenging for disabled people, given the additional accommodations and support needed. Transition services can guide job searching, resume building, and interview preparation, making it easier for them to enter the workforce.
  • Workplace accommodations: While the average workforce accommodation costs less than $500, many employers still refrain from putting support enablers in place. Transition services help match candidates with the right employers and support the negotiation of these accommodations.

READ: 7 Reasons to Embrace Neurodiversity in the Workplace

The benefits of transition services in the workplace

  • Enhanced economic self-sufficiency: With access to appropriate transition services, disabled individuals can acquire the necessary skills and resources to secure and maintain employment. This not only improves their financial independence but also reduces reliance on government assistance programs.
  • Diverse and inclusive workplaces: Employers that embrace diversity and inclusivity benefit from a wider talent pool, leading to increased creativity and innovation. Transition services promote the hiring of individuals with disabilities, fostering a diverse and inclusive work environment.
  • Improved job satisfaction and retention: When individuals with disabilities are supported in their transition to employment, they are more likely to find jobs that align with their skills and interests. This leads to higher job satisfaction and, consequently, greater job retention.
  • Reduced societal burden: By enabling individuals with disabilities to enter the workforce, transition services contribute to a more inclusive and economically productive society. This, in turn, decreases the financial burden on public welfare programs.

The Way Forward

To address the pressing need for transition to employment services for the disability community, governments, businesses and non-profit organizations must work together. Here are some key steps to take:

  • Invest in education and training: Ensure that individuals with disabilities have access to quality education and vocational training programs that prepare them for the workforce.
  • Promote awareness and inclusion: Raise awareness about the abilities and contributions of disabled individuals and combat harmful stereotypes and stigmas.
  • Develop and fund transition programs: Create and support programs that provide tailored transition services, including job coaching, mentorship, and job placement assistance.
  • Encourage inclusive hiring practices: Encourage businesses to adopt inclusive hiring practices that prioritize diversity and provide necessary accommodations.

The need for transition to employment services for the disability community is not just a matter of social justice; it is an economic and societal imperative. Empowering individuals with disabilities to secure meaningful employment benefits everyone by fostering diversity, inclusivity, and economic independence.

By closing the existing gaps in the system, we can build a more equitable and inclusive society where everyone has the opportunity to thrive. It’s time to bridge the gap and make the transition to employment services a reality for the disability community.

 

CombsdannyDanny Combs is a leading voice in creating equitable futures for neurodistinct individuals in business. Mr. Combs is the founder of TACT (Teaching the Autism Community Trades), the state of Colorado’s leading transition to employment and training organization, and the co-founder of the Colorado Neurodiversity Chamber of Commerce, the first neurodiverse chamber in the country. 

Celebrating National Disability Employment Awareness Month — 7 Reasons to Embrace Neurodiversity in the Workplace

National Disability Employment Awareness Month (NDEAM) is celebrated every October, serving as a time to recognize and promote the contributions of individuals with disabilities in the workforce.

At a time when DEI programs are popping up everywhere, still only 4% of DEI programs include disability. Additionally, 40% of neurodistinct individuals are unemployed — more than three times higher than other disabilities.

There is room to grow! And the only way should be up.  This month provides an opportunity to reflect on the importance of inclusion and diversity in the workplace, where every individual, regardless of their abilities, can thrive and contribute to the success of their organizations. 

Here are seven reasons why every business should embrace NDEAM.

READ: Embracing Neurodiversity in the Workplace — 5 Benefits of Hiring Neurodiverse Talent

Fostering equal opportunities

Inclusion is the cornerstone of equality. It ensures that everyone, regardless of their physical or cognitive abilities, has an equal opportunity to participate in the workforce.

When we celebrate NDEAM and prioritize inclusion, we send a powerful message that individuals with disabilities deserve the same opportunities and rights as anyone else. This not only promotes fairness but also enriches the workplace with diverse perspectives and experiences.

Leveraging a diverse workforce

Inclusion leads to diversity, and a diverse workforce is a strong workforce. When individuals with disabilities are included, their unique talents and skills come to the forefront.

Different abilities mean different ways of approaching problems, fostering innovation and creativity. By creating an environment where everyone feels valued and empowered, organizations tap into a broader pool of talents and experiences.

Breaking down stigmas

National Disability Employment Awareness Month is crucial in breaking down stigmas associated with disabilities. Inclusive workplaces actively challenge stereotypes and misconceptions, showing that individuals with disabilities can be just as competent and capable as anyone else. When we educate employees and the public about the abilities of people with disabilities, we work towards a more compassionate and understanding society.

READ: The Great Resignation’s Untapped Talent — The Autism Community

Enhancing employee engagement

Inclusive workplaces tend to have higher levels of employee engagement. When individuals feel that they are valued and respected, they are more likely to be motivated and committed to their work. Inclusive practices lead to a positive workplace culture, where employees collaborate and support each other, ultimately improving morale and productivity.

Meeting legal and ethical obligations

Inclusion is not just a moral imperative; it’s often a legal one as well.

Many countries have enacted laws and regulations that require equal opportunities for individuals with disabilities in the workplace. By prioritizing inclusion, organizations not only comply with these legal requirements but also adhere to ethical principles that emphasize fairness and human dignity.

Boosting the economy

Inclusion contributes to economic growth. When individuals with disabilities are included in the workforce, they become self-sufficient, reducing reliance on social services and government support.

This, in turn, increases their economic independence and purchasing power, benefitting local economies. Moreover, inclusive businesses have a competitive edge, attracting a diverse customer base that appreciates their commitment to social responsibility.

Leading by example

Celebrating NDEAM and embracing inclusion sends a powerful message to the broader community. By leading by example, businesses inspire others to follow suit, fostering a ripple effect of change. Inclusion extends beyond the workplace and influences societal perceptions and practices, encouraging a more inclusive world for all.

As we commemorate NDEAM, let us remember that true progress is achieved when we recognize and value the abilities and potential of every individual, regardless of their physical or cognitive differences.

 

Danny Combs headshotDanny Combs is a leading voice in creating equitable futures for neurodistinct individuals in business. Mr. Combs is the founder of TACT (Teaching the Autism Community Trades), the state of Colorado’s leading transition to employment and training organization, and the co-founder of the Colorado Neurodiversity Chamber of Commerce, the first neurodiverse chamber in the country. Danny has brought together almost 100 businesses to build better opportunities, pay, and career advancement for neurodistintic individuals. His organizations have raised over $5 million in funding to create scholarships to serve all socioeconomic classes.

The Great Resignation’s Untapped Talent: The Autism Community

Call it the Great Resignation, the Big Quit, or the Extraordinary Exodus.

Whatever its name, the economic trend of employees voluntarily resigning from their jobs en masse has left businesses scrambling to keep the doors open. A record 47.4 million workers quit nationwide in 2021. In Colorado, with one of the highest resignation rates in the country, we’ve seen the impact ripple through the ski industry, food service, deliveries, and construction trades, among others.

But as wages rise and a new wave of potential employees have their pick of open jobs in many industries, one group of workers is still being overlooked — the autism community.

With a 90-percent unemployment rate, and many employers aiming to embrace authentic diversity with neurodiverse hiring programs, the employment of people with autism remains stagnant. This means a massive group of individuals willing to work are being overlooked or not even considered — even with a labor shortage.

Having a diversity of thinking styles and abilities is important for innovative decision-making. Just ask Tesla.

Tapping into the Talent

Elon Musk, the richest person to ever live, according to Forbes, has autism and runs Tesla, SpaceX, The Boring Company, and Neuralink. For two of the past three years, TIME Magazine has chosen an individual with autism as its “Person of the Year.”

Studies show that when placed in a career based on their strength, individuals with autism have a 98.6-percent on-task time and 94-percent retention rate. That’s more than double that of neurotypical peers.

While Musk is the exception to many rules, research shows that his peers on the spectrum are valuable additions to companies, providing tangible business benefits to companies that hire them.

Today, TACT has impacted the lives of over 700 students and has grown to now include classes in carpentry, woodworking, instrument building, welding, auto mechanic skills, STEM, computer science, photography, graphic design, textile arts, and more.

The Society for Human Resource Management notes that people on the spectrum often demonstrate trustworthiness, strong memories, reliability, adherence to rules, and attention to detail. They also bring neurodiversity, an important component for organizational innovation. Having a diversity of thinking styles and abilities is important for innovative decision-making. Just ask Tesla.

Still, the underemployment of individuals on the spectrum persists. While bias undoubtably plays a role, a lack of adequate job training is also a component. Fortunately, organizations across the country are stepping up to fill the gap.

Skills Building

In Denver, TACT — Teaching the Autism Community Trades — aims to highlight the strengths and abilities of the autism community. As the co-founder of TACT, I started the organization in 2016 after learning that my son had autism. I wanted to give him and his peers the skills they need to succeed as independent working individuals.

Today, TACT has impacted the lives of over 700 students and has grown to now include classes in carpentry, woodworking, instrument building, welding, auto mechanic skills, STEM, computer science, photography, graphic design, textile arts, and more.

And our work is changing the stigma that is keeping employers from considering hiring this untapped pool of workers. More than 80 percent of TACT clients get jobs — good jobs — that are turning into careers. Companies like AutoNation, Advance Auto, Ball Aerospace, Bluestar, DelTech Recyclers, McDonald Auto, Sturgeon Electric, UC Health, Weifield Contracting Group, and more have hired TACT clients.

The TACT model is working, and it’s time that employers looking for employees broaden their horizons and embrace a neurodiverse workforce. There’s talent to be found with eager-to-work, creative individuals who bring many benefits to employers and co-workers alike.

 

Danny Combs, co-founder of TACTDanny Combs is co-founder of Denver-based TACT (Teaching the Autism Community Trades), the nation’s only skilled trades program for individuals living with Autism Spectrum Disorder (ASD).