Time for genuine diversity

Among the key findings are;

• Over the next decade, there are going to be circa 13.5 million jobs going to be advertised but less than 7 million people leaving schools and universities,
• Corporate leaders increasingly accept the business imperative for diversity and inclusion, but most wonder how to make it work for their firms and support their growth and value creation goals,
• If women equally participated in the global economy, they could generate additional GDP worth £28 trillion by 2025.  That amount is roughly equivalent to the size of the Chinese and US economies combined,
• 85% of companies track female representation at each level however less than half say they hold senior managers accountable for improving gender metrics, and fewer still set targets of any description,
• There are circa 300,000 people in the UK on the autism spectrum disorder (ASD) and not currently working.  Easily 10% or 30,000 want to work and are perfectly capable of working,
• We’re all somewhere on the neurodiversity spectrum,
• A ten-strong team on the neurodiversity spectrum identified over £400 million of fraudulent transactions in a year that had previously gone unseen,
• To be neurodiverse, smart firms should strive to develop a language and acceptance of neuro-difference, to celebrate and leverage neurodiverse strengths while taking steps to accommodate – but not belittle – any specific challenges that an individual may face,
• Things may be set to change by default if we consider how the digital revolution has the potential to reshape utterly our familiar notions of work, production and value – and with it, our definitions of human competence.