![]() ![]() The partnership specifically with business groups in EY was essential to Shukla and his team because they deliberately did not want the neurodiverse CoE “to be a corporate social responsibility play”.ĮY is already doing a lot of work in that area, but, instead, “we wanted the neuro-diverse CoE to drive business output and results. “We were building a brand new capability is going to require a cross section of EY – our talent organization, our D,E&I organization and all of our business group units”, as well as with external partners like government agencies and non-profits. “While we didn’t know what the journey would be, we realized it is our aspiration to get better, and that means we’re going to learn on that journey”, adds Shukla. In building the neuro-diverse CoE, EY realized there was no playbook on tapping into this overlooked talent pool. “If the employer or the workplace is not accommodating to these differences, if we are not adjusting to them, then we are virtually screening this amazing talent out” – a lose lose situation. “It is a divergence in social thinking and communication style that is often what leads to challenges” and can prevent neurodiverse employees “sometimes getting in the front door and performing well in the interview”, adds Shukla. ![]() The ultimate aim of EY’s neurodiverse CoE is to successfully tap into the rich, but often overlooked, talent pool of neurodiverse workers. ![]() Shukla’s official job title at EY is neuro-diverse CoE leader. Neurodiversity could be the answer to questions about “where is new talent going to come from? How are we going to challenge ourselves in new products, in new processes? How do we create value?” and, finally, how do to build a more agile and resilient organization.Īs a result, EY under Shulka’s leadership, created a center of excellence (CoE) around cognitive divergence and neurodiversity. “It was as if a giant light bulb went off in my head”. EY realized that neurodiversity could be a real business opportunity to drive “innovation, transformation and value creation” “we don’t want to compete for the same talent” with competitors. Then in 2015, EY’s Hiren Shukla shares with UNLEASH that the organization had an ‘aha’ moment. EY’s light bulb moment around neurodiversityĬonsultancy giant Ernst & Young (EY) has long seen diversity as good for business – and has always talked about accessibility as a core fourth element to diversity, equity and inclusion. Employers surveyed by Neurodiversity in Business said that neurodiverse workers are hyper focused (80%), think innovatively (75%) and are very creative (78%).Īnd J P Morgan found that autistic employees worked 48% faster and were almost 100% more productive than their non-autistic colleagues. However, neurodivergence brings real benefits to businesses. Across the community, unemployment is estimated to be up to 40% – this rises to 85% for autistic adults. This stigma and lack of support at work means that neurodiverse people face high levels of unemployment and under-employment. In fact, new research by Birkbeck University and charity Neurodiversity in Business found that 65% of neurodiverse employees fear discrimination at work, while the same proportion of employers noted that managers are not sufficiently equipped to support these workers. These individuals often face unique challenges and stigma in the workplace. This despite the fact that up to 20% of the world’s population is neurodivergent, which according to Harvard Health, simply means that these individuals interact with the world in different ways, often because of conditions like autism, ADHD or learning disabilities. When talking about diversity, equity and inclusion, the main groups that many employers look at are gender, race, sexual orientation and disability.īut one additional element of diversity that is often overlooked is neurodiversity. ![]() You can change your selection at any time by clicking the link at the bottom of the page.HR leaders, don’t miss out: Join us in Las Vegas for free as a VIP guest at UNLEASH America. You can select your settings by clicking “Modify Cookie Preferences” to confirm your choices from the optional cookie tracking and selecting the required cookies required to remain on the site. This also includes your consent to the transmission of certain personal data to third countries, including the USA, in accordance with Art. By clicking "Accept All Cookies", you agree to these. In this context, cookies from providers in third countries may also be used and data may be transmitted to providers such as social media services outside the EU. On this page, functional and optional cookies are used to improve your experience and design our careers site more user-friendly and in line with your needs. This website is based on the SuccessFactors software provided by SAP. Welcome to the EY careers job search site. ![]()
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