By Vaughan Klein - Senior Director, Collaboration EMEAR at Cisco
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At a time when many enterprises are battling to secure and retain talent, we need to be asking ourselves what steps we are taking to build and offer truly inclusive workplaces. Part of that discussion involves acknowledging neurodiversity, a topic that some organisations may be hesitant to discuss but should be considered across all business departments.
Achieving high productivity levels and generating value from your workforce is not possible without the proper tools and settings, and recognising the importance of inclusive treatment. Making room in organisations for neurodivergence represents an untapped source of potential, and it’s the right thing to do.
The benefits of neurodiversity
Roughly 10-20% of the global population is considered to be neurodivergent, encompassing a range of mental orientations people may have including autism, dyslexia, Down syndrome and attention deficit hyperactive disorder (ADHD). Neurodivergent groups are often overlooked, resulting in unequal employment opportunities and inequities in workplace representation. Let me be clear: every professional, regardless of neurological variation, has something of value to offer.
Research has suggested workplace teams with neurodivergent professionals in some roles can be 30% more productive than teams without them. In addition, including and integrating neurodivergent professionals can help boost team morale. It’s not just about ensuring inclusion. Neurodiverse individual abilities such as attention to detail, pattern recognition, and creative thinking (among others) can present business opportunities that previously would have been disregarded.
The rise of hybrid work and redesigning workspaces
As organisations are exploring ways to be more inclusive, they must contend with a change in workplace mindsets and expectations. Hybrid work has taken off, with good results. According to the 2022 Cisco Hybrid Work Study, six out of ten employees who embraced hybrid working over two years believe their quality of work improved, with similar numbers reporting increased productivity. Hybrid work models also impact talent retention. According to the study, 61.9% of employees said they are less likely to look for new roles as a result of being able to work remotely.
This transition, felt in South Africa and across the world, prompts employers to rethink the traditional workspace. In addition to catering to neurodivergent professionals, they also have to cater to the needs of hybrid workers. Fortunately, those objectives are not mutually exclusive, as more flexible ways of working benefit neurodivergent employees.
The modern hybrid workspace should be a place of collaboration and inspiration. It should incorporate the latest smart building trends and networking solutions, bolstered by telecommunication and security technologies that create a welcoming, safe, and empowering space for all occupants. Embedded camera and audio makes conferencing a breeze while bring your own device (BYOD) facilities mean anyone, including neurodivergent workers, can acclimate and integrate themselves into a working environment that best suits them.
The role of technology
Accessibility has been a growing trend in the tech world, with major companies rolling out features and updates that help more people access and use their products and services. Combined with the trend of hybrid work models, the result is a focus on how tech can more effectively bridge the communication gap between people and offer a high-quality experience for everyone. The same principle applies to neurodiversity. Ask yourself: how does this product or platform empower all members of my team?
Take for instance a teleconferencing platform like Webex or similar products that are critical to hybrid work models and break down distance barriers between people. A teleconferencing platform in itself promotes inclusivity but innovation takes it a step further. Webex offers features such as closed captions that allow meeting participants to easily follow along. Gesture recognition gives participants more ways to interact with others, while roundtable templates designate time for each person to speak and take the lead.
Once the meeting is over, highlights and actions can be easily edited, downloaded, and shared, along with text transcriptions for those who were unable to attend or may find it easier to absorb information in this way. Video and audio quality is also optimised for all users, regardless of their internet and network quality.
This is how technology can work for all people. More inclusive ways of working can help organisations overcome talent challenges and benefit from new perspectives. This will enable a giant leap in promoting equal treatment as well as realise an equitable and innovative future.
