The Role of Neurodiversity in the Future of Telecoms
Key Strengths of Neurodivergent Talent
There is a strong business case for supporting and promoting neurodiversity in the workplace, however, research findings indicate a considerable gap in awareness and understanding of the benefits of neuro-inclusivity in the telecoms industry.
Neurodiversity refers to the different ways people’s brains process information. Research estimates that 15% to 20% of the UK population is neurodivergent – their way of thinking differs significantly from the neurotypical majority. Neurodivergent individuals may have one or more neurodifference, including Dyslexia, Dyspraxia, Dyscalculia, ADHD and Autism Spectrum Condition.
Neurodivergent individuals often possess extraordinary qualities and skills in areas like hyper-focus, attention to detail, problem-solving, pattern recognition, and innovative thinking, which can be significantly beneficial to driving organisational success when nurtured in the right environment.
Therefore, it is critical for organisations across various industries to prioritise diversity, equity, and inclusion (DEI) practices to drive future growth whilst promoting employee satisfaction and wellbeing.
How Neurodivergent Minds Can Propel Advancements in Telecoms
The telecommunications industry is involved in connecting people and businesses on a global scale. Research shows that whilst the industry on a whole has made significant effort to proactively address diversity in various areas, particularly around gender equality and racial discrimination (The Next Frontier for Telecoms Diversity: Embracing Visible and Invisible Disabilities (thefastmode.com)), the move toward embracing neuroinclusive practices has been an ongoing challenge.
A 2024 survey into the experiences of neurodivergent employees in the UK tech sector (Prospect survey highlights need for employers to provide better support for neurodiverse tech workers | Prospect) discovered that only 1 in 4 employers have explicit neurodiversity policies in place, with 4/5 respondents stating challenges at work as a direct result of their neurodifference. Around 85% of respondents reported a tendency to mask their neurodivergent traits at work. This may mean that they miss out on support that could help them to thrive. Creating workplaces where people feel comfortable to share their neurodifference and are able to access support can benefit organisations as well as neurodivergent employees themselves.
The telecommunications industry thrives on innovation, creativity, and out of the box thinking, which are precisely the skills that a significant proportion of neurodivergent individuals possess. Prioritising the development of a neurodiverse workforce can propel the industry forward and significantly enhance overall performance, particularly in areas such as coding, data analysis, designing technical tasks and creative problem-solving. (The Next Frontier for Telecoms Diversity: Embracing Visible and Invisible Disabilities (thefastmode.com)).
Some examples of how neurodivergent individuals can benefit the telecommunications industry include:
Boosts Innovation and Creativity: Example: An autistic individual working in an engineering role might excel at identifying patterns and anomalies in complex data, leading to breakthroughs in network optimisation and new technologies. For instance, their attention to detail could help design more efficient algorithms for data transmission, improving overall network performance.
Enhances Problem-Solving Capabilities: Example: An employee with ADHD might bring a dynamic approach to brainstorming sessions, generating a wide range of creative solutions for customer service challenges. This could lead to the development of innovative customer engagement tools or new service features that set the company apart from competitors.
Drives Inclusive Product Development: Example: A dyslexic individual working as a product manager might advocate for features that improve usability for individuals with reading challenges, resulting in telecom software that includes voice commands or simplified interfaces, thereby enhancing accessibility for all users.
Additional strategic advancements include:
Improving decision-making practices by including diverse perspectives in thinking, experience, and knowledge to identify improvement areas and promote better industry outcomes;
Fostering increased talent attraction and retention by creating workplace environments that welcome and value talent from a broader pool of qualified candidates. Neuro-inclusive workplaces foster improved employee engagement, satisfaction and retention which can lead to increased productivity at an organisational level.
Fulfilling a social responsibility in terms of actively promoting DEI benefits employees, customers, and organisations by helping to attract customers, investors and partnerships that align with the organisation values. (Diversity and inclusion in telecoms: Understanding the industry landscape and need for change (stlpartners.com)).
Best Practices for Creating a Neuro-inclusive Workforce
Creating a neuro-inclusive workforce is important for promoting employee wellbeing and satisfaction, as well as driving business success.
However, a cross-sector study conducted by the Institute of Leadership and Management in 2020 found that the lowest numbers of neurodivergent individuals talking openly about their neurodifferences came from industries which utilise telecommunication resources, such as engineering, manufacturing and construction industries. (Neurodiversity in engineering and technology (theiet.org)).
Some of the key challenges faced by neurodivergent engineers and technicians within the telecommunications industry include:
Challenges that relate to an individual’s neurotype, such as concentration, organisation, reading and processing large volumes of text, communicating ideas verbally or in writing, navigating social norms, dealing with emotions, and building relationships.
The behaviour of line managers and colleagues, such as a perceived lack of understanding and awareness about neurodiversity and discomfort in having conversations around neurodiversity which leads to high levels of masking behaviours.
The day-to-day working environment, such as access to adaptations for individuals who might have challenges with focusing in brightly lit, noisy workplaces.
Sustaining mental health and well-being, such as the emotional, mental, and physical challenges that come with attempting to fit into a neurotypical work culture.
Improved education and awareness about neurodiversity and the adoption of neuro-inclusive practices is essential to combating these challenges. Some successful DE&I initiatives that telcos are driving forward include: (Diversity and inclusion in telecoms: Understanding the industry landscape and need for change (stlpartners.com):
Targeted Recruitment and Hiring Practices: For example, Vodafone UK hosts the VodABILITY people network, which trains employees on neurodiversity, runs support groups and annual awareness campaigns, as well as offers mentoring opportunities and learning initiatives (Neurodiversity Celebration Week: How Vodafone fosters inclusivity).
Employee Resource Groups (ERGs): For example, several Deloitte firms have employee resource groups dedicated to disability inclusion to help foster community and allyship, including raising awareness across their respective firms (Disability inclusion at Deloitte | Deloitte UK).
Additional ways that organisations can work toward fostering neuro-inclusion include:
Adjustments and support;
Inclusive communications;
Feedback and recognition;
Sensory friendly spaces;
Career development opportunities.
How Lexxic Can Help
Promoting neuro-inclusivity within organisations in the telecommunications industry is essential for driving enhanced awareness and more effective approaches to managing neurodiversity. Adopting a strengths-based approach to neurodiversity in the workplace can encourage higher levels of psychological safety within organisations, which will help employees build trust and showcase their talents to drive business success.
With over 16 years’ experience and clients around the globe, Lexxic offers a range of products and services that can support you on your journey to become neuro-inclusive. This can include:
Neurodiversity Diagnostics, Screening and Workplace Needs Assessments
Consultancy to support organisational change
The Neurodiversity Smart Assessment and Accreditation, to enable organisations to demonstrate their commitment to neuro-inclusion and create a roadmap for future action.
Ready to learn more about how neuro-inclusivity can benefit telecoms organisations? Join us at our upcoming event, where industry leaders and experts will discuss actionable insights and best practices. Register now to secure your spot!