They talk diversity, but act proprietary
The telecoms industry is too obsessed with proprietary thought processes and could benefit from an open-source approach to human capital, according to a new report from talent spotter Sparta Global. The report author, which describes itself as a ‘leading hire-train-deploy company specialising in the provision of emerging business and technology talent’ has released a report suggesting that neurodiverse people can bring new and desperately needed perspectives to the sometimes myopic world of technology. While that’s not news, the report’s exposure of double standards is.
The telecoms industry pays lip service to an ‘open source’ culture in talent recruitment, but the survey results show that 79% of company bosses are strictly proprietary. This narrow focus means that the UK economy, for example, will struggle to close its technology skills gap. The report estimates the human resources supply-demand chasm at around 900,000 units.
The digital skills gap in the UK is a case in point for the report writers. The shortage of people who can think creatively and solve problems is stifling UK employers and slowing the economy. Sparta Global claims its research proves that companies attract and retain ‘neuro-inclusive’ digital teams are more likely to get a lead on rivals over areas like computational thinking, observation, adaptability and intuition.
Most bosses paid lip service to the issue while doing nothing to change their actions. Though 87% of digital leaders surveyed called neurodiversity ‘a top priority’ in 2023 awareness has not equalled change. The report notes that 54% of bosses said Covid-19 ‘accelerated conversations’ around commitment to neurodiversity but 79% admitted they’re not changing their recruitment policy. “I had no idea that we would receive such overwhelming and honest feedback,” says David Rai, Sparta Global CEO.
83% of neurodivergent workers surveyed reported feeling worried, nervous, and fearful about having conversations with their employer regarding their neurodiversity. Crucially, 59% of respondents feel that there isn’t enough support available in their organisations, and fear that disclosing their neurodiversity may have negative repercussions on their future within their companies.
Neurodivergent employees are a demographic in evolution, the report says. Though the release about the research does not give the study’s definition of the term Neurodivergent, it alludes to people whose brain processes information in non-standard routines. This means that they can be diagnosed as suffering from medical disorders and learning disabilities merely because they don’t see the world from the perspective of the majority.
Only 26% were recognised as neurodivergent in childhood, meaning that education was not geared to the way they handle information. Of all the business sectors, the computer industry should the GIGO Principle, AKA garbage in equals garbage out, that means all performers can only work with the material given to them. A neuro-divergent person will excel at certain jobs that the majority struggle with, which is why Britain’s intelligence agency employs neuro-divergent talent in its security department, where tenacity is a valued commodity in its human resources.
Britain’s neuro-diverse population may lie undetected, says the report, since 31% were diagnosed as adults. A further 15% told researchers that they are currently undergoing a diagnosis, while 28% are planning to seek an assessment in the future.
“I hope employers, educators, and those outside of our established network, can glean insight, knowledge, and practical advice from this report,” said Rai.
Sparta Global’s 2023 EqualTech report is based on a survey of 500 senior and C-suite individuals.