IAC Talks on Organisational Behaviour at IIM Lucknow – India Autism Center

Introduction

40% of neurodivergent adults don’t get jobs.

But multiple companies like IBM, Microsoft, Google, etc have reported that hiring neurodivergent individuals has helped them. Their unique perspectives have improved the company’s problem-solving abilities.

So diversity, equity, and inclusion (DEI) is crucial for building strong, thriving organisations in 2024.

Recently, IIM Lucknow hosted a talk for 2nd year MBA students, focusing on how organisational behaviour (OB) principles can help create inclusive workplaces. The session, led by Mr. Jaishankar Natarajan, CEO of India Autism Center (IAC), highlighted how OB can enhance DEI initiatives and build more inclusive, equitable work environments.

What is organisational behaviour?

Organisational behaviour (OB) is the study of how individuals act in group settings.It focuses on understanding how every employee’s behaviour impacts performance, communication, and decision-making at work.

The key principles of OB include:

1. Individual behaviour: How personal traits and emotions influence workplace actions.
2. Group dynamics: The interactions and collaboration between employees that impact team productivity.
3. Leadership: The role of managers in shaping organisational culture and driving inclusivity.
4. Organisational culture: The shared values and norms that guide employee behaviour within the organisation.

OB and its role in diversity, equity, and inclusion

OB plays a vital role in fostering inclusive workplaces by providing insights into understanding and managing diverse behaviours. Here’s how OB supports DEI:

1. Understanding employee behaviours:
   OB helps organisations recognize the unique challenges employees face, especially those from diverse backgrounds.
   For example, some neurodiverse employees may face challenges with communication or social integration. With OB, organisations can invest in adaptive technologies, to help neurodiverse individuals thrive.
2. Shaping organisational culture:
   OB teaches organisations how to create a culture that values diversity and promotes an environment where all employees feel respected and able to contribute.
3. Improving communication:
   OB emphasises effective communication within teams. This is essential for building a workplace where employees can interact openly and understand each other’s differences.
4. Leadership’s role in promoting DEI:
   Effective leadership is key to driving DEI initiatives. OB shows how leaders can set the tone for inclusivity by creating policies and providing resources that support a diverse workforce.

How can OB help build inclusive workplaces?

By applying OB principles, businesses can build more inclusive environments. Here’s how to use OB in real life-

• Personalised onboarding: OB can guide companies to design onboarding processes that accommodate the needs of neurodiverse employees, such as providing clear instructions or flexible hours.
• Employee resource groups (ERGs): OB can help form ERGs that focus on promoting inclusivity, creating safe spaces where diverse employees can connect.
• Inclusive decision-making: OB encourages including diverse perspectives in decision-making, ensuring that all employees’ voices are heard and valued.
• Accountability: OB highlights the importance of leaders being accountable for encouraging inclusivity. This includes setting DEI goals and measuring progress.

IAC’s approach to inclusivity

Educational institutions can bridge the gap between the corporations and organisations like IAC.

Through collaborations, institutions and organisations like IAC can create platforms for neurodiverse students, offering projects that build pathways to internships, research opportunities, and long-term employment.

During the talk, Mr. Natarajan shared insights into IAC’s approach to supporting individuals with ASD. IAC operates through three main verticals:

1. Residential campus – The residential campus provides a supportive environment where individuals with autism can develop essential life skills and practise independent living.
2. Training academy- The training academy prepares neurodiverse individuals for the workplace by offering skill-building in communication, emotional regulation, and other essential professional competencies.
3. Research department- IAC’s research focuses on developing tools and technologies that help neurodiverse individuals manage tasks and improve communication in professional settings.

These efforts aim to make life easier for those on the spectrum, with tools they need to succeed.

Key takeaways

The session raised important questions about how institutions, like IIM Lucknow, can prepare future leaders to manage diverse workplaces.

Mr. Natarajan discussed how business schools could build an inclusion-focused curriculum, adding courses and modules on diversity management, inclusive leadership, and cultural competence.

Through case studies and real-world scenarios, students can develop practical skills to navigate diverse workplaces.

Students also inquired about how companies could redesign their recruitment processes to better support neurodiverse candidates.

Mr. Natarajan suggested using different strategies like –

• Draft clear job descriptions that focus on essential skills and responsibilities, avoiding jargon that may be confusing.
• Offer alternative interview formats, such as written assessments or extended time, to accommodate different communication styles.
• Provide necessary tools and adjustments, like adaptive technologies, to support neurodiverse employees in their roles.
• Educate hiring managers and team members on neurodiversity to foster an inclusive environment.

Implementing these measures can help create a supportive and inclusive workplace for neurodiverse employees.

Conclusion

The IAC talk at IIM Lucknow highlighted organisational behaviour as a powerful framework for building inclusive workplaces. By understanding individual and group behaviour, companies can create environments where all employees, including those with diverse abilities, feel valued and supported.

As organisations continue to embrace DEI, OB will remain a key framework for empowering employees. Integrating OB principles ensures that diversity isn’t just celebrated, but actively supported. It creates a culture of respect, understanding, and equal opportunity for all.

Source

https://jgu.edu.in/jspc/neurodiversity-in-workplaces-insights-into-making-workplaces-more-inclusive

https://www.investopedia.com/terms/o/organizational-behavior.asp