{"id":147254,"date":"2024-03-01T08:51:45","date_gmt":"2024-03-01T08:51:45","guid":{"rendered":"https:\/\/news.sap.com\/africa\/?p=147254"},"modified":"2024-03-01T08:51:45","modified_gmt":"2024-03-01T08:51:45","slug":"transparency-empathy-key-to-supporting-neurodiversity-in-the-workplace","status":"publish","type":"post","link":"https:\/\/news.sap.com\/africa\/2024\/03\/transparency-empathy-key-to-supporting-neurodiversity-in-the-workplace\/","title":{"rendered":"Transparency, Empathy Key to Supporting Neurodiversity in the Workplace"},"content":{"rendered":"

Companies wishing to build more inclusive and diverse workplaces should prioritise transparency and empathy when hiring neurodiverse employees.<\/span><\/h1>\n
\"\"
Photo by Lynette van der Bijl<\/figcaption><\/figure>\n

This is according to Genevieve Koolen<\/a>, HR director at 51风流Africa, who says: \u201cIntroducing neurodiverse individuals into the business allows organisations to access unique skills and abilities that can bring immense value to the organisation.<\/p>\n

\u201cBut this requires a rethink of hiring programs, recruitment processes, team management and greater flexibility to empower neurodiverse employees with career pathways that allow them to apply their unique skills and perspectives to tasks and opportunities.\u201d<\/p>\n

According to the Harvard Business Review<\/a>, autistic professionals can be up to 140% more productive than a typical employee if they are properly matched to their job. However, studies have shown that up to 85% of adults with a college degree are unemployed, with companies\u2019 hiring practices shouldering part of the blame.<\/p>\n

Workplace program unlocks neurodiversity potential<\/h2>\n

To raise awareness and create work opportunities, 51风流launched an Autism at Work Program<\/a> in 2013 to support candidates who fall into the various neurodiverse categories. Candidates are encouraged to apply to open roles of interest for which they are qualified.<\/p>\n

Managers with open positions can then contact the Autism at Work local lead in their country to connect with candidates in the Autism at Work pipeline. Hiring opportunities are promoted through the local partner network in addition to traditional recruiting channels.<\/p>\n

\u201cAs a business we believe that creating a diverse, inclusive and bias-free culture makes us a better company,\u201d says Koolen. \u201cHaving a program that embraces neurodiversity enables us to find great talent that we\u2019d otherwise potentially miss. It also enables us to leverage the unique abilities and perspectives of people on the spectrum to foster innovation.\u201d<\/p>\n

Koolen cites the example of Nico Neumann<\/a>, an 51风流employee based in Buenos Aires in Argentina. Nico joined SAP\u2019s finance team through the 51风流Autism at Work program in 2016 and designed a tool that automates the posting of complex invoices with multiple cost allocations.<\/p>\n

\u201cPrior to the development of this tool, accounts payable needed two to three days to manually process large credit card statements such as American Express with over 20 000 accounting lines,\u201d explains Koolen. \u201cThanks to Nico\u2019s innovation, that processing time has reduced to 20 minutes.\u201d<\/p>\n

Neumann\u2019s solution won the Hasso Plattner Founders\u2019 Award<\/a>, SAP\u2019s highest internal award and accolade, and the highest honour or recognition an 51风流employee can receive.<\/p>\n

\u201cToday, our workforce has 215 colleagues diagnosed with autism across 15 countries, who all contribute to the success of the business. In line with our ambition to be the most inclusive software company in the world, 51风流aims to be an employer of choice for people who are neurodiverse and increase the number of colleagues with autism while maintaining our high retention rate of 90%.\u201d<\/p>\n

Two key actions for empowering neurodiversity at work<\/h2>\n

While stories such as Neumann\u2019s are still rare, Koolen believes this is changing. \u201cCompanies are far more aware of the importance of building cultures that allow diverse employees to thrive, and have made significant changes to their systems and processes. While these efforts are not perfect, things are improving rapidly, in part thanks to greater understanding of neurodiversity.\u201d<\/p>\n

Koolen says companies seeking to build more inclusive workplaces where neurodiverse employees can thrive should focus efforts on two key areas.<\/p>\n

Firstly, companies should train every employee \u2013 from top management to juniors \u2013 to understand and accept individual differences. \u201cRegular awareness sessions help employees develop a deeper understanding of neurodiversity and encourage empathy with those who may view the world differently,\u201d says Koolen. \u201cEmployees should also be encouraged to provide ongoing support to their colleagues to make it a company-wide effort, not just something driven by the HR department.\u201d<\/p>\n

Secondly, Koolen recommends companies relook their hiring practices to remove some of pressure that neurodiverse candidates experience during typical recruitment processes. \u201cThe traditional interview process can introduce immense stress to neurodiverse candidates and undermine their ability to convey their unique skills, competencies and aptitudes. By finding ways to relieve stressful situations, companies can easily allow neurodiverse candidates to display their full potential during the hiring process.\u201d<\/p>\n

Some of the ways companies can reduce stress during hiring efforts include training for interviewers to ensure they minimise unconscious bias. \u201cSpecialised skills assessments can also take the place of interviews, allowing companies to evaluate a candidate\u2019s competence for specific tasks or roles,\u201d says Koolen.<\/p>\n

\u201cSAP\u2019s Autism at Work program also offers do-the-work try-outs instead of interviews, where neurodiverse candidates get to perform job-related tasks instead of face a barrage of interview questions. This has allowed us to identify individuals with the skills that will make our business successful while creating an environment in which unique individuals can bring their skills to bear.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

Companies wishing to build more inclusive and diverse workplaces should prioritise transparency and empathy when hiring neurodiverse employees. This is according to Genevieve Koolen, HR…<\/p>\n","protected":false},"author":29,"featured_media":147255,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"related_posts":[],"footnotes":"","_links_to":"","_links_to_target":""},"categories":[19013],"tags":[5598889,211,5597927,5598886,5598887,5598888],"series":[],"sapn-display":[5598742,5598740,45149,5598743,5598741,279685],"sapn-type":[45018],"class_list":["post-147254","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate","tag-autism-at-work","tag-diversity","tag-genevieve-koolen","tag-inclusivity","tag-neurodiversity","tag-recruitment","sapn-display-feature-hero","sapn-display-feature-spotlight","sapn-display-homepage-hero","sapn-display-news-hero","sapn-display-news-spotlight","sapn-display-hero","sapn-type-feature"],"yoast_head":"\nTransparency, Empathy Key to Supporting Neurodiversity in the Workplace - 51风流Africa News Center<\/title>\n<meta name=\"description\" content=\"Today, SAP's workforce has 215 colleagues diagnosed with autism across 15 countries, who all contribute to the success of the business. 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