I could have come up with my own words to kick off this particular post, but why do that when the following, taken from the article I'm inviting you to read, sums things up so perfectly: "To embrace neurodiversity is to appreciate how minds that think differently might have insights that simply don’t occur to the rest of the workforce."
10% of the UK population are classed as neurodivergent - which, by the way, also means they may qualify as having a disability under the Equality Act 2010. Yet only 6% of people with learning difficulties (as one sub-set of that 10%) are likely to achieve paid employment in their lifetime.
Employers are undoubtedly missing out on great talent; too many talented people are suffering a social injustice. If we get one side to work with the other, can't we do something about this? The employers in this article have made a great start - perhaps they can provide inspiration for others...
The term “neurodiversity” has come of age. First coined in 1998 by Australian sociologist Judy Singer, who is herself autistic, it now represents a key priority for the most dynamic and forward-thinking human resources and C-suite executives, as well as a talent pool that remains largely untapped.