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In Canada, the not-for-profit and for-profit sectors are having a challenging time filling vacant staff positions. Unemployment is at an all-time low and vacancies are at an all-time high. One answer to this challenge is to make your workplace a \u201cNeurodiverse Workplace\u201d, but first, what does \u201cNeurodiversity\u201d actually mean?<\/p>\n
Articles and posts about \u201cneurodiversity\u201d in the workplace are becoming more common today, and essentially, neurodiversity describes the idea that people experience and interact with the world around them in many different ways; there is no one “right” way of thinking, learning, and behaving, and differences are not viewed as deficits. As an example, people used to say, \u201cthey have a learning disability\u201d, however, today it is more appropriate to say, \u201cthey learn differently\u201d.<\/p>\n
What is \u201cneurodiversity\u201d in the workplace? What are some examples of neurodiversity?<\/strong> What benefits do you think a neurodiverse individual could bring to the workplace? How do you create neurodiversity in the workplace?<\/strong><\/p>\n
<\/strong>Neurodiversity is\u00a0an aspect of diversity that enhances the workplace in numerous ways. People with neurocognitive disabilities have talents, perspectives and skills that can be distinctly beneficial in many work environments.<\/p>\n
ADHD, Autism, Dyspraxia, Dyslexia, Dyscalculia, Dysgraphia, and Tourette’s syndrome<\/strong>\u00a0are all examples of neurodiverse conditions. They are diagnostic labels used to explain the diverse ways of thinking, learning, processing and behaving.<\/p>\n
<\/strong>Neurodiverse employees bring\u00a0unique experiences and skillsets to your office, helping you build effectiveness and diversify your outlook on your engaging audience.<\/p>\n