Ross Duncan -skills for the future ‘if you know where to look’

If you were to identify one person from your workforce that you consider would potentially to have a “competitive edge” and that you might see them having a future in your organization or business. 

As a CEO or HR Director, would you be interested?

If the same person displayed unique skills like, vision, perseverance, problem solving, passion, empathy, delegation and creativity.

Would these be the type’s skills that would benefit your business organization?  

In common with a number of successful self-motivated business people this person may happen to have a number of shared skills and traits. 

Would this be something to consider?

This might come as a shock, if you were to find out that the same person without any fault of their own may have encountered struggles during school age but learnt how to adapt and make strategies to cope eventualities with this.

Would you still be interested?

The most common things people take for granted like reading, writing and remembering important information is important in a working environment. But what happens if this person can’t do this without ease, but has successfully managed this with the help of adaptive computer software.

How likely are you still interested? 

Would you then believe that the same person may have an invisible disability?

So invisible that they might not even know anything about it?

Even if they do know, there is a very real chance that they might not want to declare this, because of embarrassment and social stigma

When people say or hear the word disability it seems that some people can get a bit afraid or even scared to talk about it –

Never mind in trying approach the subject in trying finds a mutual way of helping.

I have dyslexia, up until the age of 42 I never know I had dyslexia.  But things are now changing, there is now a growing interest in looking at adult dyslexia in a more positive light in examining what skills they might have and how this is now being acknowledged in the IT industry.

It is estimated that 2.9 million workers in the UK live with dyslexia and more than 50% of adult age try to hide it. 

In adulthood it’s thought to be the biggest single disability in the UK

That’s of course you consider it to be a disability

So you’re probably wondering how employing and supporting someone with dyslexia can be of benefit for an organisation or your company. 

People with dyslexia have a unique way of thinking and doing things that for some may not be the norm.  I suppose the classic example is with GCHQ. 

The Sunday Times journalist Richard Kerbaj ran a story from inside GCHQ in July 2015 to get an investigative insight and understanding as to why such a large government department has welcomed embraced and harnessed the unique skills and talents that someone with dyslexia can bring. 

But surprisingly Richard Kerbaj also happens to be dyslexic and so was the late Sunday Times journalist A A Gill.

So the question to be asked is, did you know that you could have potential talent around you or do you know how your support could be valuable in benefitting you’re workforce, but ultimately at the same time this will benefit your business.  

According to the World Economic Forum and the Mckinsey Global Institute to make things future proof and with the onset of The Fourth Industrial Revolution/AI a number of skills have been identified.

Did you also know and would it surprise you that a number of global corporations and companies have already recognized that neurodivergents have the key skills for the future

To benefit from having an inclusive and neuro friendly place to work will require a cultural change in recruitment policies and training procedures.

Ross Duncan

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