Were you as dismayed as I was by the release of the latest ‘State of the Global Workplace Report’? It’s troubling to be reminded that only one-third of employees worldwide thrive at work, and less than a quarter feel ‘actively engaged.’ We are no longer shocked that over 40% suffer from significant work-related stress. Most alarming, one in five of our colleagues feels lonely right in our midst. This appalling lack of engagement and human connection is estimated to cost the global economy $8.9 trillion, or 9% of global GDP.

As one of Ludmila Praslova’s ‘canaries in the coal mine,’ a metaphor for employees who are the first to detect and warn of potential dangers, I’m well aware that neuro minorities find it especially hard to thrive in unhealthy work environments and find ways to ‘fit in.’

Lighting Up the Mine

Fortunately, we’re starting to shine light into these cold and dark spaces. In January, it was exhilarating to hear Maureen Dunne create anticipation for the launch of her inspirational new book during the annual global leadership discussions in Davos. “The Neurodiversity Edge” presents a compelling vision of what humanity could achieve by embracing a neuro-inclusive future. A few months later came the much-anticipated release of Praslova’s “The Canary Code,” a game-changing guide to leadership, diversity, and inclusion packed with valuable insights and authentic human stories. Both offer the breakthrough solutions urgently needed to upgrade workplace safety systems, finally enabling us to create safe, inclusive, and creative spaces where everyone can thrive.

Approaching a Tipping Point

Are we getting closer to the tipping point where we can ignite the full potential of human diversity? But as Praslova puts it, “diversity statements and PR alone aren’t enough to create a sense of belonging; it’s a deep, emotional, and embodied experience.” We need to go beyond rhetoric and create more radical change.

At the same time, we must ensure that neuro-inclusivity doesn’t become a casualty of the ongoing culture wars. The backlash against diversity and inclusion continues to grow, and we can’t risk snuffing out this vulnerable flame before it has the chance to take hold. Although neurodiversity has come late to the inclusion and belonging conversation, opening up a more honest conversation about human diversity can bring everyone together, foster a sense of belonging, and achieve better collaborative results.

A Radical Rethink

What should that radical change be? One challenge is that traditional performance management systems measure individual rather than collective success. With so much at stake it’s no wonder we see unhealthy levels of competition, backstabbing, and even aggression in the modern workplace. Informed by Amy Edmondson’s work, we must create psychological safety. It’s also time to go beyond valuing individual IQ to incentivize and reward employees who excel at ‘WeQ’ – a group’s collective intelligence and collaborative skills that go beyond individual intelligence to solve complex problems.

In our ever-more complex and interconnected world, we must place value on prosocial behaviors and incentives for working better together. These include active listening, empathy, cooperation, and respect for diverse perspectives. To achieve this, we will need to develop more honest and demanding performance metrics, such as measuring how far we can bring our authentic selves to work and metrics to assess prosocial behaviors and norms.

Most of all, we need to go beyond a narrow focus on results to accurate measures of how far the way we deliver is aligned with our shared values, meaning, and purpose. Such a ‘radical rethink’ is crucial if we are to harness the power of ‘WeQ’ and foster more collaborative and inclusive workplaces. Indeed, learning from Kim Scott’s insights as she made the journey from “Radical Candor” to “Radical Respect” – it is possible to optimize for collaboration and still value everyone’s individuality. If we have the courage to do so we can create ‘more successful, joyful places to work.’

An Orchestra of Humanity

Given the scale of global challenges, we need to make the most of every resource we can. We must go beyond understanding diversity as demographics to embrace the full range of ways that humans think, feel, communicate, and express themselves. Only by doing so will we find ways to solve the world’s most intractable problems.

Much like conducting an orchestra, we create the most beautiful result when we understand the value of what each instrument can bring and invest time in creating a collaborative team that plays highly complex music together seamlessly as one.

Given the staggering social and economic costs of the dysfunctional modern workplace, can we afford not to act? WeQ is the key to unlocking human potential and enhancing collective performance. By fostering and valuing collaborative intelligence, we can transform our workplaces into safer, more productive, and socially connected environments where everyone can thrive. And if we leverage the unique strengths and perspectives of neurominorities we can reap the full potential of Dunne’s “Neurodiversity Edge.” This revolution is not just desirable; it is essential for securing our collective future.

Sources

1. State of the Global Workplace Report, Gallup June 2024
2. The Neurodiversity Edge, The Essential Guide to Embracing Autism, ADHD, Dyslexia, and Other Neurological Differences for Any Organization; by Maureen Dunne, Published by Wiley, March 2024
3. The Canary Code, A GUIDE TO NEURODIVERSITY, DIGNITY, AND INTERSECTIONAL BELONGING AT WORK; by Ludmila N. Praslova, PhD, Published by Penguin Random House, May 2024
4. The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth; by Amy Edmondson, Published by Wiley, November 2018
5. Radical Respect; by Kim Scott, Published by SMP, May 2024