The Ordem dos Psicólogos Portugueses (OPP) emphasizes the return on investment in diversity, marking International Workers’ Day today. Tiago Pimentel, a psychologist and member of the OPP’s board, highlighted that neurodivergent individuals can enhance workplace productivity, citing an employee with attention deficit hyperactivity disorder as an example.
Pimentel explained that a worker with hyperactivity might possess superior mathematical reasoning or a more agile memory, offering a higher level of competence and productivity in tasks requiring such abilities.
The organization noted that entities with greater sociocultural diversity are 39% more likely to achieve higher economic gains than less inclusive institutions.
OPP added that more inclusive organizations can reduce talent loss by nearly 50% compared to less diversified companies.
The statement also pointed out inequalities in employment access for neurodivergent individuals.
“European statistics reveal that less than 29% of individuals with autism are employed, compared to 48.1% of those with disabilities and 73.9% of the general population,” the order reported.
Pimentel called for embracing all differences within companies, not only regarding neurodivergent individuals but also those with disabilities or belonging to ethnic or cultural minorities.
“There must be equal access to employment opportunities,” stated Tiago Pimentel.
In 2021, Portugal saw a 16.2% employability gap between individuals with and without disabilities, and “the unemployment rate among migrants (11.9%) was almost double that of the Portuguese population (6.6%),” according to the OPP.
The European Commission disclosed that 52% of individuals with disabilities feel discriminated against, as noted by the OPP.
Pimentel warned of the substantial need for adapting work conditions for those with neurodivergent conditions.
The organization provided “strategic recommendations” for companies to foster literacy on diversity and inclusion, through understanding and knowledge of the characteristics associated with people who are disabled, neurodivergent, or from different cultures.
“For example, someone who needs a noise-free environment to concentrate should work in a noise-free space,” the professional exemplified, underscoring that failing to adjust work conditions can squander an employee’s potential.
Pimentel also pointed out, “an employee not feeling connected with the workplace” might lead to a missed opportunity if they possess valuable skills crucial to the company.
Flexibility in work organization is another OPP recommendation, recognizing that diverse workers require varied schedules due to differing productive hours, task management approaches, or regular medical appointments.
According to the OPP, fostering an inclusive organizational climate based on collaboration, respect, and valuing differences is fundamental to creating an inclusive workplace.
The order stressed the importance of training leaders to recognize diversity, enhance psychological safety, and exemplify respectful behavior towards diversity.
