A recent study reveals that a third of technology businesses acknowledge a lack of neurodiversity in their workforce despite recognising the need to address the skills gap. Conducted by Wiley Edge, a provider of emerging talent and reskill training, the research emphasises a significant gap in support for neurodivergent tech talent despite recognition of the unique perspectives and skills they could bring to the table.
The term 'neurodiversity' applies to around 15-20% of the population, referring specifically to those with Dyslexia, DCD (Dyspraxia), Dyscalculia, Autism, and ADHD. There has been a significant increase in adult diagnoses of conditions like ADHD in recent years, however, the exact number of neurodivergent individuals within the workplace remains unknown due to limited accessible testing and reluctance amongst some employees to disclose their conditions.
The report discovers that to create better working environments, companies who have made an effort to recruit and retain talent from underrepresented groups, including individuals with neurodiverse conditions, have introduced improvements in benefits packages (54%), enlisted flexible working policies (28%), and diversified job advertisement locations (51%).
Emphasising the implications of the findings, Khadijah Pandor, Head of Partnerships, EMEA & NA, at Wiley Edge, stated, "Recognition of the value that neurodivergent talent can bring to the tech workforce has soared in recent years. However, some workplaces are slow in adjusting to this new awareness, and accommodating the different needs of their workforce."
Furthermore, she pointed out that the lack of support for such employees has led to a 'workplace neurodiversity gap' that needs to be bridged to achieve inclusivity and representation. She stressed that this would motivate more neurodivergent individuals to consider a career in tech.
According to Pandor, developing a diverse workforce that integrates individuals from a variety of backgrounds enables companies to create representative IT solutions. To attract and retain such a pool of talent, businesses must enhance their work environment adaptability and flexibility. She underscored that benefits designed for neurodiverse candidates could also prove advantageous to neurotypical individuals, their needs not being mutually exclusive.
Other suggested measures bespeaking support for a neurodiverse workforce could manifest through revised recruitment and screening procedures, allowance of additional time for task completions, supplemental training, senior leadership endorsement and advocacy, and mentorship provisions.
Pandor concluded, "Unfortunately, one in five (21%) businesses confessed having no plans to increase workforce diversity, and a disconcerting 3% revealed they never even considered the matter." She noted that while awareness is certainly rising, there is still much to be accomplished to support neurodivergent talent and other underrepresented groups in tech. The commercial benefits, diverse thought, and fruitful outcomes would reward a workforce comprising diverse backgrounds.