“Neurodivergent individuals’ strengths are often associated with unique skills and perspectives that can bring valuable insights to the workforce community. However, traditional workplace practices and environments may not be conducive to their work survival and career development.For example, the emerging workplace policy that supports neurodiversity or neuro-inclusivity have become the main agenda for Diversity, Equity and Inclusion for many organisations.
These differences can include those who are diagnosed with Dyspraxia, Dyslexia, Attention Deficit Hyperactivity Disorder, Dyscalculia, Autistic Spectrum Disorder, Tourette Syndrome and others. In relation to the official statistics reported by the Statistics Department, the numbers were taken as at December 2022. Therefore, the accurate data for current neurodivergent employment is unknown.
Challenges in implementing the policy may include the coverage of the sub-contents that will truly protect, acknowledge and promote a culture of inclusivity for neurodivergent and neurotypical individuals. This highlights the need for organisations to create a supportive environment that respects cognitive differences and promotes inclusivity to enhance the overall well-being of neurodivergent individuals within the workforce.
Companies should also provide support and resources to help neurodivergent employees navigate the workplace and their roles. This can include providing assistive technologies, allowing for additional breaks or offering a quiet workspace.
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