Hundreds of thousands of people – for SXSW conference and festivals to learn and meet other others who want to nominate work and culture for Austin, Texas and festivals.
I was pleasantly surprised using the staff for this year’s conference. In addition to the concepts.org session, half of the agenda, the panel or meeting, has a flavor of neurodiversity – “Hardly Brain” is aimed at some flavor of the neuroinclusive office design to learn to love.
In the concept, as a neurodigergent leader, I often find examples of professional parameters, and neurodiphythlines of origin, and why people they think in the world, and the world of origin.
So I was excited to look up the agenda! It is incredible to see that people plan to actively discuss people who learn differently in such a prestigious event.
But I am also careful. Because neurodivers do not want to buy “Buzzword Treatment”.
We saw earlier: Viral business or philosophy that dominates headlines and conference agenda for a certain period and then Poof! Disappears. “Empathetic leadership” in the COVID-19 PANDEMIC-era. “Smart fail” before that.
We cannot allow the norodivers to be labeled as a trend, because this is not a trend. Neurodization is the future and is important for the growth of the work.
Future is justified in neurodiversity
The research shows that Gen Zin is identified as 53% of the neurodigergentAnd when this revelation comes in a critical moment Gen Z is now more than baby boomers at work. This means that more than half of secondary managers, including future leaders, and those who think differently. They can express different expectations around their neuroderigency, work, exchange and comfort paths. Today’s business leaders must understand the offspring of the upcoming talent so that they can open their potential.
It should also be a wake up for brands. Every brand leader is trying to understand and penetrate the Gen Z market. This can open new opportunities for marketing, known that more than half of consumers identify as neurodivergent. Neurodivergent is estimated that consumers almost boast In the power of spending $ 2 trillion.
In short, if organizations do not take into account the people of neurodiggergent, they leave talent and money to the table.
The accessibility is a competitive advantage
In case of sensitivity around the language associated with capital and opportunity at once, we must be sure of the remains of “accessibility”. Access to access to everyone. Often people are the first step to build places where people are included, and it unlocks for work growth. When people are able to easily get information allow you to do their best. This is especially important for neurodivergent talent, which can offer creativity and unique problem solving skills when providing proper support. In fact, Burnisher Research has increased financial purposes for 75% of the organizations that make various and inclusive decisions identified.
This is one of the reasons understood. Universal Design is a simple concept, without applying architecture, educationor product design: If you make hair, they benefit everyone. We know that to use AI tools and give the hood is useful for everyone and is especially effective for people with sensitive or processing problems. We understand that the documents increase the use of larger text sizes and bullet points, and these rules are especially useful for our dislexic talent. We have accepted these experiences that one-third of the understood workers identifying as neurodivents do not need to ask for their work. Support is available for everyone and helps everyone.
Although the language changes, work to create an accessible environment for your workforce or customers. Employers must look at what it is: the advantage of competition, because people allow people to participate, engage and carry their strengths.
Where are we going from here? I am optimistic about Nevrdiversity, which is clearly discussed in the Marquee events. I recommend the inquiries we receive from leading companies who want to be more supported by neurodivergent workers or customers. I look into Google that helps google to look to google Neu projectand the hinging hinge Deep research To improve dating experience for users in ADHD. These brands get it.
Thus, let’s continue to talk about Nevrodiversity in conferences. Let’s continue to celebrate the strengths while acknowledging the challenges. And let’s continue to adopt the neurodiversity of the bride organization – not only in words. Those who do not, will benefit from their bottom line and will do the right thing in their worlds.
Nathan Friedman is the chief marketing officer of Kopraddi and Andingood.
The rapid company’s impact council is a prestigious leaders, specialists, managers and entrepreneurs who share the concepts of our administrators. Members pay the annual membership fee for peers learning and thinking leadership opportunities, events and more.
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