Why does a company being neuroinclusive matter?
Data indicates that neuroinclusive practices can raise a workforce’s productivity and profitability when implemented. Conversely, it can be a burden for neurodivergent individuals to assimilate into a work environment that is not inclusive, resulting in worse productivity. When companies embrace neurodiversity, it benefits everyone involved.
We value making all different types of spaces inclusive for the neurodivergent population; here are some ways to make your workplace more welcoming for all neurodivergent identities.
Following Neurodiverse Employees’ Lead
- Creating feedback channels for neurodivergent individuals to improve and solutions for employees to achieve their goals.
- Supporting advocacy and training to benefit neurodivergent employees.
- Collaborate with Employee Resource Groups.
Cultivating a Neuroinclusive Environment
- Avoid making neurodiversity a separate culture.
- Language matters: emphasize inclusive and affirming language.
- Identify and partner with internal and external units and organizations that share and act on your values of inclusion.
Identify Norms and Practices that Inhibit Neurodiversity
- Reframe problematic values and norms and ground them in neurodiversity.
- Provide safe spaces for employee questioning.
- Assess cultural values and norms and how it can be in conflict with neuroinclusive values.
Information & Resources derived from: https://sites.uw.edu/neurodiversity/publications/neurodiversity-at-work-playbook/
Neurodiversity Initiative Guidelines for Neuroinclusive Company Events
- Sensory rooms or spaces, to ensure no sensory overload.
- Giving adequate time for breaks between events.
- Clear communication regarding scheduling and activities.
- Keeping the space neuroinclusive by limiting bright lights and overstimulating auditory triggers.
- Encouraging movement and not remaining stagnant for long periods of time.
- Communication badges; having your staff choose how they’re feeling with communicating.