How SAP, Microsoft, & Hewlett Packard Enterprise are Embracing Neurodiversity in the Workplace

Neurodiversity is a term that encompasses the recognition of normal variations in human brain function and behaviour, including such conditions as autism, ADHD, dyslexia, Tourette’s syndrome, etc. Even though these diseases were formerly regarded as disabilities many organisations have begun to appreciate the significance of having employees who are neurodivergent. This article aims to highlight how SAP and Hewlett Packard Enterprise have embraced neurodiversity.

SAP

SAP is a multinational software company that supports people with varying brain conditions. In 2013 they began an initiative to employ highly functioning autistics who could provide them with the necessary support for success. They later expanded their program to include other forms of neurodiversity e.g. ADHD and dyslexia. Currently, this category has over 200 employees in 14 countries worldwide and growing.

The Autism at Work Program includes a structured staffing and orientation system with ongoing support and training for both employees and managers (Schieve et al., 2016). Researchers have found that neuroatypical individuals tend to have high-performance levels in tasks requiring attention to detail or involving complex problem-solving abilities and pattern recognition skills (Hillier, Campbell & Kealey, Peterson & Whittaker1990). Their presence at work leads to innovative solutions leading to improved customer service.

Microsoft

Microsoft's Autism Hiring Program in  2015 was another program similar to the one referred above. It aimed at creating jobs for autistic individuals while providing them with support at workplaces. Moreover they have also brought some other kinds of necromorphs into this line just like SAP such as ADHD/dyslexia.

To qualify for the Autism Hiring Program by Microsoft there must be continuous help from job coaches throughout it lasting four weeks covering relevant skills i.e technical coaching (Baldwin & Costley 60). Neurodiverse employees are quite effective when it comes to roles that require an eye for detail, logical thinking and problem-solving skills (Baldwin & Costley 60). In addition, they can be a fresh eye in the workplace because it leads to better innovation and productivity.

Hewlett Packard Enterprise

Hewlett Packard Enterprise (HPE) designed its Dandelion program in 2015 as a global technology company. The expectation was to create job opportunities for autistic individuals and provide support during this time. Gradually the organisation has expanded its Dandelion program to involve other neurodivergents such as ADHD and dyslexia.

Dandelion is associated with a structured recruitment and orientation process which included continuous support and training both of employees and their managers. Therefore, HPE discovered that neurodivergent employees excel especially in tasks requiring attention to detail with analytical reasoning being put into practice through problem-solving abilities. They have different views of things thus bringing different innovative ideas resulting in better customer service.

Neurodiversity in SAP, Microsoft, & Hewlett Packard Enterprise

For example, SAP, Microsoft, and Hewlett Packard Enterprise are some of the companies that promote diversity at work by having it within their workforce.The inclusion of these people creates a diverse environment where everyone feels comfortable working there since they are all working towards one goal (Faulkner & Irving 20). Even more importantly, they benefited from an organisation that is diverse due to the talents of neurodiverse employees who possess unique perspectives. This results in the development of more innovative ideas improved productivity or good customer service. There are various reasons why businesses must integrate neurodiversity: Variety among neuroplastic workers brings about better innovations at workplaces.

Three companies operationalise neurodiversity and these are SAP, Microsoft and Hewlett Packard Enterprise. This is through the creation of more innovative environments inclusive of all members by acknowledging the strengths and perspectives that a person with neurological diversity can bring to work. Therefore, it is beyond reasonable doubt that these firms take a leading role in promoting initiatives to support their neurodiverse personnel as well as leveraging on their capabilities for business success. Thus by being pioneers in implementing and refining these programs, they set an example for other organisations which implies that there are numerous benefits of having a diverse workforce.

Diverse Jobs Matter also encourages businesses to become more accepting of diversity through resources hence promoting workplace inclusion. Diverse Jobs Matter agrees with SAP, Microsoft, and Hewlett Packard Enterprise on maintaining diversity in driving business success hence aligning itself with inclusive practices. Hence it makes sense to adopt neurodiversity since it provides a competitive edge over rivals that may be involved in such undertakings.