By Jeremy Bossenger of BossJansen Executive Search
Neurodivergent is an umbrella term used to describe a range of conditions in which people’s brains work in a different way from those who are considered to be neurotypical. The umbrella covers conditions such as autism, ADHD, dyslexia, dyspraxia, dyscalculia, and Tourette syndrome; and it is possible to have more than one of the above conditions at the same time. Initially considered disorders, the research of today is rapidly uncovering the particular strengths – or skills – that such conditions may offer, over and above their apparent challenges.
When a senior neurodivergent individual has already proven their brilliance as a mentor to juniors, or as an astute contributor at board meetings, there are all kinds of changes we may be prepared to make to the executive search process we use to prepare them for a new position. Yet these same inclusive interview practices should ideally be extended to all new applicants – during which, according to The Guardian, “body language and eye contact” should not have to count for so much.
Fascinating research carried out by global consulting firm Deloitte, reveals that those companies that are kicking neurodiversity stigmas to the curb, are benefiting from as much as a 30 percent increase in productivity, and a third higher profit margins, than their competitors in the marketplace. This is because neurodivergent professionals often have such brilliant “visual thinking, attention to detail, pattern recognition, visual memory, and creative thinking”, that they can assist their neurotypical team mates in highlighting ideas or opportunities that may otherwise have been completely missed or skipped over.