An estimated one in seven people in the UK are neurodivergent, a term which encompasses a range of conditions including autism, ADHD, dyslexia, dyspraxia, and tic disorders like Tourette’s. Yet many neurodivergent people struggle to get into jobs or progress in employment. For example, just three in ten of autistic people are in employment, with many of these jobs unstable or below their skill level. In the engineering sector, the call to recognise and harness the unique capabilities of neurodivergent talent has never been more pressing.
Research has consistently demonstrated that neurodiverse teams are more effective, bringing a range of benefits to their organisations. For engineering companies, the advantages of employing neurodivergent talent are manifold:
Despite these clear advantages, a survey conducted by The Institute of Engineering and Technology (IET) revealed that even though 19% of UK respondents identified as neurodivergent, they report largely negative experiences in the workplace. This disconnect suggests that engineering firms may be inadvertently sidelining a vital resource for growth and innovation.
Further compounding the issue, a 2020 survey by the Institute of Leadership indicated that industries such as engineering, manufacturing and construction are among the least likely to have neurodivergent individuals openly discussing their neurodiversity. This silence can be seen as symptomatic of a broader issue – a work culture throughout the country that has yet to fully embrace and foster neurodivergent talent.
There are ways businesses and government leaders have been looking at building neurodiversity inclusion across the workforce in the UK; the recent Buckland Review of Autism Employment from Sir Robert Buckland KC MP and the Department for Work and Pensions sets out a range of recommendations for employers. One of these recommendations urges companies to join the Neurodiversity Employers Index (NDEI), an initiative we have developed, to promote inclusive employment practices and capitalise on the strengths of neurodivergent workers.
The NDEI provides insights and tools for companies, not about making reasonable adjustments for a small number of people, but in making changes that benefit everyone, both in terms of the economy and as a society.
For the engineering sector, the integration of neurodivergent talent is not merely a matter of corporate social responsibility – it is a strategic imperative. By fostering an inclusive culture and valuing the contributions of neurodivergent employees, engineering firms only seek to benefit from unlocking this pool of creativity, precision, and problem-solving abilities that will propel them to new heights in this competitive global market.
by James Cusack
Source: thechemicalengineer.com
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