In a past roundtable we hosted this year, HR and people leaders discussed effective strategies for fostering inclusive environments for neurodivergent employees. From accommodations and leadership development to talent retention, we shared practical tips to enhance inclusivity in the workplace.
Here are some key takeaways.
One CHRO shared her perspective on moving beyond medical diagnoses, sparking an in-depth conversation about employee-specific accommodations. The group agreed that employees should feel empowered to ask for the accommodations they need without jumping through hoops such as formal medical proof.
🏆: Easy wins included allowing all employees to adjust the temperature of their office. Flexible working hours was also a popular solution.
🏆: One CHRO proposed creating a menu of the 10 most popular accommodations that could be available to all employees, regardless of medical diagnosis. In fact, doing so transforms these into perks, no longer an accommodation that someone has to advocate for.
The attendees recognized the importance of mindset over structure in retaining people who may otherwise feel marginalized. While leadership training was cited as essential to creating a neurodiversity-friendly environment, a fractional Chief People Officer, said “autonomy, inclusion, and development are what retain your top talent—not policies or paperwork.”
🏆: A participant suggested working with an outside expert. “For All Abilities has been a wonderful resource and partner for our educational and accommodative needs; they have helped us with solutions that meet the individual and the business towards a path of excellence. Having them as a partner has ensured we are continuing to bring forward ways to help our people and teams achieve their best.”
Bryan Rocks from Good Life observed that finding champions within the company and showcasing specific successes was a quick way to build momentum. He recalled several moments where sharing early in a relationship his challenges with ADHD and PTSD allowed space for others to do similarly.
🏆: Sharing early in a conversation about one’s challenges with neurodivergence sets a bar for vulnerability and openness that allows other colleagues to feel safe enough to share about their own challenges.
The challenges regarding neurodiversity in the workplace are common across industries. We encourage organizations to share best practices and solutions, and invite you to join one of our future roundtables.
And if this post resonated with you, let’s connect! 👋 BrainTypes helps you bring these ideas into your workplace. Reach out to Shaun to explore how.
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