Driving an inclusive culture to maximise the potential of a diverse workforce.
NEURODIVERGENT talent, encompassing individuals with conditions such as autism, Attention Deficit Hyperactivity Disorder (ADHD) and dyslexia, offers a spectrum of unique and valuable strengths to the corporate workforce.
These differences often translate into in-demand business skills, including hyper-focus, pattern recognition, creativity and innovative problem-solving.
Beyond social responsibility, embracing neurodiversity offers profound workplace benefits that directly enhance a company’s performance and competitive edge.
In fact, research suggests that neurodiverse teams can be up to 30% more productive than their neurotypical counterparts.
Furthermore, successful neurodiversity hiring initiatives consistently boast retention rates exceeding 90% and positively impact employee morale and overall workplace culture.
In Malaysia, this talent pool represents a significant, yet largely untapped, resource; with 736,607 registered Persons with Disabilities (PWD) in 2023, including 265,503 individuals in the learning disabilities category, the available talent is substantial. However, employment opportunities still lag behind, evidenced by limited successful job placements through the Social Security Organisation (PERKESO) Job Placement Programme. This significant disparity highlights the urgent need for organisations to champion inclusive employment and unlock this national potential.
And in response to this imperative, Malaysia Airports Holdings Bhd is taking a bold, progressive step to champion this change, transforming its workplace through the Leaders in New Era (L.I.N.E.) series.
Nadiah: The L.I.N.E. programme was created to democratise leadership learning and accelerate readiness across all levels.
Inclusive leadership
For Malaysia Airports, inclusive leadership development is a business imperative, especially since 75% of its workforce comprises Gen Y and Gen Z employees who expect transparency, engagement and the ability to inspire.
Its chief human capital officer Nadiah Tan Abdullah emphasised this strategic view: “Leadership is a critical success factor for Malaysia Airports’ organisational growth and long-term performance.”
She highlighted that the L.I.N.E. programme was created to democratise leadership learning and accelerate readiness across all levels, stating: “It provides people managers with access to a comprehensive suite of interventions, including classroom learning, mentoring, group learning, experiential exposure and leadership sharing journeys.”
Foundational awareness
Malaysia Airports’ neuroinclusion journey starts with a focus on education and awareness, helping leaders understand the different communication needs and thinking styles that cognitive diversity brings.
Nadiah said, “Our first priority was to build foundational awareness around neurodivergence and what it means in the context of the workplace.
“By deepening our leaders’ knowledge of neurodivergent talent and the varied ways individuals may think or operate, we are equipping them with the ability to flex their leadership styles, strengthen empathy and manage diverse talent more effectively.”
This effort included a major sharing session streamed across Malaysia Airports locations to approximately 300 managers and above, providing HR with a broader perspective for facilitating employee placements and deployments.
“Through this initiative, we aim to achieve optimised organisational outcomes without compromising our commitment to business excellence, responsible leadership and the prioritisation of empathy and employee well-being as a core people agenda.”
Yayasan Gamuda stakeholder engagement lead Foo Han Piew, together with the Enabling Academy team, conducted a Neurodiversity Awareness workshop in July for the management of Malaysia Airports, marking a first step towards building a more inclusive workplace.
Partnership success
Malaysia Airports collaborates closely with partners such as Yayasan Gamuda’s Enabling Academy. During a workshop, neurodivergent trainer Khairul Mohd Syazwan Zakaria offered a powerful perspective on the individual nature of inclusion: “Understanding neurodiversity is like finding the key to a lock; each individual carries a unique story and distinct strengths.” He urged employers to support neurodiversity, noting that “small, thoughtful actions can have a meaningful impact.”
Its manager Gan Wei Cheng (Grace) shared that they work with over 60 private-sector partners across 10 industries, including Malaysia Airports, to create and promote sustainable employment opportunities for neurodivergent individuals. “These collaborations support neuro-inclusive hiring and help build workplaces where neurodivergent talents can thrive.”
Gan said, “To date, 167 neurodivergent individuals have completed our programme and 84% of them have secured an internship, job trial, or employment with our partner companies.”.
She added that inclusion benefits everyone: “Beyond empowering these colleagues, meaningful inclusion also strengthens workplace culture by fostering empathy, openness and diverse ways of thinking, which are the benefits that resonate across the entire organisation.”
She emphasised that, “The recent neurodiversity awareness session at Malaysia Airports was an encouraging first step and we look forward to seeing these insights translated into practice to make a tangible impact within its workplace.”
Separately, Nadiah said their partnership approach is central to building an inclusive environment: “We actively collaborate with leading organisations to learn and adopt best practices in creating inclusive workplaces for neurodivergent talent. For instance, partnering with the UN Global Compact Network Malaysia and Brunei has further strengthened our strategy, enabling us to set global-standard benchmarks in diversity, equity and inclusion while positioning Malaysia Airports as a progressive and purpose-driven employer.”
Fostering an inclusive culture
Malaysia Airports aims to foster an inclusive culture by empowering leaders, raising neurodiversity awareness and enhancing talent recruitment and development practices.
“Through these initiatives that build awareness and promote inclusive practices, Malaysia Airports continues to nurture a culture that values empathy and understanding, fostering a workplace environment that embraces differences and supports a more inclusive future,” Nadiah added.
