Increase Development Inclusion for Neurodivergent Talent | Gartner

Many organizations are investing in developing their workforce, particularly as they experience challenges recruiting external talent. Simultaneously, a segment of firms is building cultures of diversity, equity, and inclusion (DEI). This article addresses an under-discussed area in learning and DEI: neurodiversity. Neurodiversity refers to the variety of ways human brains are wired and the associated behavioral traits. Neurodivergent individuals are generally referred to as individuals whose brain functions differ from those who are neurologically typical (neurotypical). These differences can include dyspraxia, dyslexia, attention deficit hyperactivity disorder (ADHD), dyscalculia, autism spectrum disorders and Tourette syndrome, among others. The article provides six actions learning and development (L&D) leaders can take in partnership with the rest of the HR to increase development inclusion for neurodivergent employees. For example, since a segment of neurodivergent employees say they find aspects of working in a hybrid environment harder (e.g., usage of cameras in meetings), organizations might want to make cameras optional for virtual meetings and training sessions or alternate with phone calls to avoid virtual meeting fatigue and overwhelming individuals. Other ideas are discussed. As a bonus, I am resharing this 20-page paper by BGG—It’s Time to Reimagine Diversity, Equity, and Inclusion. Exhibit 4 on page 6 illustrates the multiple components that play important roles in shaping who employees are when they come to work and how they experience the workplace.