How to Benefit from Employing Neurodiversity

@GainesK
Employing Neurodiversity
#NashITSummit
GreaterNashvilleITSummit.com
How to Benefit from
Gaines Kergosien, VP

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@GainesK
#NashITSummit
• Redefining Normal
• Business Case
• Blueprints for Action
• Implementation Steps
Session Objectives

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@GainesK
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Redefining Normal – Diagnosis and Difficulties
Developmental
Coordination
Disorder/Dyspraxia
Difficulties with co-
ordination, practical
tasks, balance &
spatial awareness
Autism spectrum
conditions
(ASC)
Social, communication &
imagination
problems. Intense
interests.
Dyslexia
Difficulties with
Reading, writing,
spelling, speaking,
listening.
ADHD
Impulsive,
hyperactivity,
low frustration threshold,
easily distracted
or over focused
Dyscalculia,
difficulties with
number concepts
and calculation
Concentration
problems
Sensory
Sensitivities

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Redefining Normal – Misused, Not Broken

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“Neurodiversity is the idea that neurological
differences like autism and ADHD are the result of
normal, natural variation in the human genome”
- John Elder Robison, scholar in residence and a cochair of the
Neurodiversity Working Group at the College of William & Mary
Redefining Normal – What is neurodiversity?

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“But to be neurodiverse means to think differently or to
process sensory information through a different channel and
pathway in the brain. It can also mean to do the same things
in a different manner.”
- Layne Kertamus, Asperian Nation Founder
Redefining Normal – What is neurodiversity?

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• Often linked with genetic variations
• May confer evolutionary advantages
Redefining Normal – Disorder or Neurodiversity?
“Atypical (neurodivergent) neurological development
is a normal human difference that is to be recognized
and respected as any other human variation.”
-Thomas Armstrong, PhD

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• Estimated prevalence of ~1.5% in children
(2.7% in boys)
• ~50,000 high school graduates on the spectrum each
year
Redefining Normal – Autism (diagnosis)

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• Emotional sensitivity
• Fixation on particular subjects or ideas
• Linguistic oddities
• Difficulty processing physical sensations
• Devotion to routines
• Development of repetitive habits
• Dislike of change
• Unusual movement patterns
Redefining Normal – Autism Tendencies

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• Attention to Detail
• Deep Focus
• Observation Skills
• Absorb and Retain Facts
• Analytical Approach
• Creativity
Redefining Normal – Beneficial Traits
~62% of autistics individuals
have some exceptional talent

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• Estimated prevalence of ~11% in children
• Estimated prevalence of ~2-4.4% in adults
Redefining Normal – ADHD (diagnosis)

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Redefining Normal – ADHD Tendencies
• Extreme focus in some activities
• Easily distracted during other activities
• Prefers working late at night
• Craves stimulation and often restless
• Drive for perfection in most or all endeavors
• Goes overboard on some projects and avoids others
• Routinely avoids commitments or takes on too much

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• Handling Crisis Well
• Creativity
• Strong Intuition
• Quick Study
• Less Risk Averse
Redefining Normal - Beneficial Traits

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• Business Case
Session Objectives

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1. Untapped Labor Pool
Business Case

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• 80-90% on the autism spectrum are unemployed
• ~51% on the autism spectrum are underemployed
• 1 in 60 of the people you interview are likely to have
an autism diagnosis according to the CDC
Business Case – Untapped Labor Pool

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2. Uniquely Talented
Business Case

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• Focused
• Detail Oriented
• Productive
Business Case – Uniquely Talented
Chase Bank reports that their autistic
employees are 40% or more productive than
a comparable non-autistic employee group

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3. Highly Loyal
Business Case

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• Retention
• Reliability
• Trustworthy
Business Case – Highly Loyal

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3. Highly Loyal
4. Innovative
Business Case

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• McKinsey’s research shows that gender-diverse
companies are 15% more likely to outperform their
peers and ethnically-diverse companies are 35%
more likely to do the same.
• Inclusive companies are 1.7X more likely to be
innovation leaders, plus 1.8X more likely to be able to
cope with change.
Business Case – Innovative

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3. Highly Loyal
4. Innovative
5. Reputation of Inclusiveness
Business Case

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Business Case – Reputation of Inclusiveness

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Industry Leaders with Diversity Initiatives:
• Microsoft
• Ford
• IBM
• Goldman Sachs
• JPMorgan Chase
• SAP
• Hewlett Packard Enterprise
Business Case – Reputation of Inclusiveness

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3. Highly Loyal
4. Innovative
5. Reputation of Inclusiveness
6. Compliance & Incentives
Business Case

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• AA Plans OFCCP -7%
• Eligibility for Work Opportunity Tax Credits (WOTC)
• State grants for training program partnerships.
Business Case – Compliance & Incentives

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• Business Case
Session Objectives

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Methodology
Blueprint for Action – Methodology
Assess
Design
Implement
Evaluate
Refine
Proof of Concept

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Blueprint Assessment – Organizational Alignment
Neurodiversity
Initiative
Mission/Vision/Values
Regulatory Compliance
Stakeholder Value
Corporate Citizenship

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• Talent Management
• Manager Understanding
• Employee Coaching
Blueprint Assessment – Common Areas of Focus

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1. Review policies and practices
2. Assess recruiting and onboarding
a. Applicant Tracking Systems
b. Screening Process
c. Interview Techniques
d. Matching Methods
e. New Hire Orientation
3. Consider workplace training topics
4. Review workplace accommodations
5. Gather data on self-disclosed disabilities
Blueprint Assessment – Recommended Steps

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• Establish report to baseline and measure sourcing
and hiring trends.
• >4% of workforce by 2022
• Survey staff awareness
Blueprint Design – Recruiting Metrics

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• Train recruiters and hiring managers in:
–Disability awareness
–The Americans with Disabilities Act, Section 503
• Partner with external organizations:
–Employment agencies
–Educational institutions
• Feature employees with disabilities in outreach
materials
Blueprint Design – Recruiting Initiatives

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Blueprint Design – Application & Screening Process
• Accurately identify job qualifications.
• Examine pre-employment behavioral/personality
assessments.
• Employment Application and Website Accessibility
• Screening process.
• Establish method to self-disclose.
(Pathways Hiring Program)

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• Provide questions before the interview.
• Consider office environment (lights, sound, scents).
• Limit small talk.
• Modify questioning structure to focus on direct
situations.
• Be flexible by rewording questions as needed
• Be patient giving time to process and respond.
Blueprint Design – Interview Suggestions

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• Experiential interviews:
–Team based tasks & observations
–Work trials and realistic job previews
–Work based simulations
• Meet and greet prior to applying
• Traveling Interviews
Blueprint Design – Interview Alternatives

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Blueprint Design – Workforce Training
Executives
Business Case
Value
Proposition
Competitive
Advantage
Management
Equity
Diversity
Inclusion
Talent
Management
Employee
Engagement
Individual
Disability
Awareness
Co Worker
Support
Unconscious
Bias

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• Self Assessments
• Participant Journals
• Strength & Weakness Identification
Blueprint Design – Workforce Training

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Blueprint Design – Business Partners

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• Business Case
Session Objectives

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• Results compared to objectives
• New hire job performance
• Modified recruiting practices
• Workplace training topics/material
• External partnerships
• Refine/adjust accordingly
Implementation – Measuring Success

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• Business Case
Session Review

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How to Benefit from Employing Neurodiversity

How to Benefit from Employing Neurodiversity

Gaines Kergosien

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