Three key challenges for employers in 2024
War for talent
Companies often struggle to fill in vacancies in time. Finding the right fit and talent takes a long time and a lot of money. Competition in the market makes standing out essential.
Retention
Low retention rates pose a risk to any company. Even more so in the industries where talent is scarce. Knowledge gets lost and onboarding new people is expensive. Bad retention may scare off candidates.
Well-being
In the post pandemic world, well-being is of high importance. Candidates and employees rightly prefer companies where well-being is taken serious and has become part of the company DNA.
The value of neurodiversity and neuroinclusion at work
With one in five people being neurodivergent – including those with ADHD, dyslexia, Tourette’s, or other conditions, and people that are highly sensitive, introverted, autistic, or intellectually gifted – focusing on neuroinclusion (or “neuro-inclusivity”) is a significant factor in facing these challenges.
- Many neurodivergent people have specific skills and strengths related to innovation, intrapreneurship, creativity, accuracy and problem-solving. When not using inclusive communication, or when recruitment processes don’t consider neurodiversity, neurodivergents may be overlooked and companies can miss out on the best candidate for the job.
- In workplaces that fully enable the power of neurodiversity, neurodivergent people can use their full potential, better relationships and collaborations arise, and happiness at work increases. This creates a positive impact on the well-being of employees and the retention rates of the company. More (neuro)diversity also means more innovation, more inclusive products and services, and better customer experiences and employer branding.
Bjièn helps your company with awareness, understanding and acceptance of neurodiversity in the workplace, as well as implementing neuroinclusive approaches and strategies.
