Mercado de trabalho: Psicóloga fala sobre a importância da neurodiversidade nas empresas

A neurodiversidade, termo usado para descrever as diversas diferenças existentes no cérebro humano, tem se popularizado cada vez mais, principalmente com o uso das redes sociais, ajudando a desestigmatizar o debate sobre saúde mental e transtornos de neurodesenvolvimento.  No entanto, as pessoas neurodivergentes, ainda enfrentam desafios significativos na sociedade, entre eles alcançar espaço no mercado de trabalho.

O conceito abrange uma série de condições, sendo as mais comuns: Transtorno do Espectro Autista (TEA), Transtorno do Déficit de Atenção com Hiperatividade (TDAH), Síndrome de Tourette, Dislexia, Dispraxia e Discalculia, entre outras. De acordo com uma pesquisa realizada pela Accenture, apenas 12% das pessoas neurodivergentes estão atualmente empregadas em tempo integral, em comparação com 56% da população em geral. No Brasil, segundo dados de 2019 do Instituto Brasileiro de Geografia e Estatística (IGBE), 85% das pessoas autistas estão desempregadas. Em nível mundial, esse número é de 80%, conforme relatório da Organização Mundial de Saúde (OMS) de 2020.

Clarissa Leão, psicóloga e diretora do Neuropsicocentro (NPC), clínica especializada no atendimento de crianças autistas, afirma que ter uma empresa neurodiversa e inclusiva pode ser um diferencial no mercado. “É importante trazer para dentro do ambiente corporativo a diversidade de pensamentos, culturas, formas de ver o mundo e diferentes experiências. Isso propicia que a empresa ofereça um produto ou um serviço que possa alcançar o maior número de pessoas possível. Essa forma de pensar fora dos padrões oferece ao mundo uma amplitude muito maior do que esperamos alcançar se seguirmos apenas dentro dos padrões”.

Como muitas empresas ainda não estão familiarizadas com a neurodiversidade, as pessoas neurodivergentes podem enfrentar desafios adicionais no ambiente de trabalho, como a necessidade de adaptações no local de trabalho para lidar com sensibilidades sensoriais, desafios de comunicação ou necessidades de suporte para habilidades sociais. E como implementar uma nova cultura de contratação neurodiversa?

A psicóloga explica que a implementação depende muito de treinamentos e adaptações feitas dentro dos setores que vão receber esses colaboradores, sendo fundamental entender os talentos e habilidades de cada um. Além disso, para iniciar a jornada de contratação do neurodiverso, ela indica que as empresas conversem com especialistas. “Os colegas de trabalho, o espaço físico, as demandas exigidas, tudo pode e deve ser adaptado tanto para uma melhor entrega da pessoa neurodiversa como para que a empresa possa acolher da melhor forma as suas demandas. Esse processo parte da compreensão de que cada pessoa tem suas características e potencialidades, gerando também o bem estar do profissional”.

Grandes companhias estão reformulando seus processos de recursos humanos para montar times com as mais variadas características, principalmente no mercado da tecnologia, conforme artigo da Harvard Business Review, como, por exemplo, HP, Microsoft, IBM, Dell Technologies. “Essas mudanças de empresas líderes em seus segmentos ajuda na abertura de debates sobre o valor significativo que é ter equipes diversas, fazendo com que as pessoas tenham mais conhecimento sobre a neurodiversidade e os ganhos imensuráveis de entender as diferenças”, aponta Clarissa.

Fonte: AD2M

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