As of 2024, an estimated 15-20 percent of the world’s population exhibits some form of neurodivergence based on both genetic and environmental factors. About a third of the global workforce is included in this population.
My guest on this episode Katherine McCord explores different ways organisations can maximise Neurodiversity skills for Business Success
Katherine is the President of the People Operations Consulting firm Titan Management, an international speaker, and the Founder of The Neuroverse, a not-for-profit organization dedicated to neurodiversity.
She developed the first-ever anti-bias Applicant Tracking System and created the "Make Accommodations Standard" process and campaign.
We discussed how to get creative in Human Resources by engaging neurodivergent workforce, as well as the different components and how they fit in workplaces.
We explored beneficial HR technology that can be applied in hiring and firing processes innovative HR hiring concepts such universal designs, and flexibility in hiring and firing.
We also about inclusion, as well as how to accommodate a diverse workforce by maximizing the benefits of symbiotic work cells where several people come together to perform one body of work. These organizations can accommodate employee absences, maximize communication tools, and make use of the skills thatdivergent employees bring to the table.
We also discussed how organizations can improve employee performance by investing in employee development and mapping out career paths and creating educational opportunities for employees.
We highlighted some of the poor HR hiring practices, such as the use of resumes, using years of experience as a hiring marker, asking like "Do you consider yourself have a disability?" and questions around sexual orientation, which we both agree need to be phased out. Applicant Tracking Systems need to be updated, and there is an urgent need review or re intrusive questions like those about sexual orientation
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