Author Archives: Stan

Neurodiversity is an asset in the Workplace

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A guest blog courtesy of Logan Wong (MSW, RSW) of one of my business partners Prompta, who I team with to offer best-in-class DEI focused employee engagement surveys.

What is neurodiversity?  Neurodiversity is the idea that all brains are diverse in how they work – no two brains or nervous systems are the same. This concept or term originated from Autistic communities, who have also welcomed folks with other neurodivergent brains into a strength-based mindset that neurodiversity is an asset in the workplace and everyday life.

How is neurodiversity an asset?  Diversity, equity, and inclusion is not just about people of colour, race, gender, age, ethnicity, sexual orientation, and ability, it includes neurodiversity. Taking into account that roughly 10%–20% of the global population is considered neurodivergent, what deters employers from believing that neurodiversity is an asset in the workplace? The behaviours of many neurodiverse people run counter to common notions of what makes a good employee—solid communication skills, being a team player, emotional intelligence, persuasiveness, the ability to network, and the ability to conform to standard social practices deterring most employers from hiring neurodivergent people. When in reality neurodiverse people offer different perspectives and skills including better processing of information, productivity, work quality, and attention to detail.

Considerations for an accessible workplace for all. Individuals who are neurodivergent, including those on the autism spectrum, are often stigmatized or considered underqualified based on how they identify. These biases contribute to non-inclusive workplace cultures and create psychological and physical barriers, leading to high turnover.

Given that 86% of neurodiverse adults in Canada are unemployed, it’s vital for employers to understand the ways they can embrace neurodiversity by adopting a strength-based mindset to the different ways people work and communicate. (Note from Stan: In the USA, unemployment for neurodivergent adults runs at least as high as 30-40% which is three times the rate for people with disability, and eight times the rate for people without disabilities…reference: https://mydisabilityjobs.com/statistics/neurodiversity-in-the-workplace/ )

Unfortunately, due to inaccessible workplace environments and implicit hiring biases, many of these valuable persons will never bring their skills and passion to your team. These suggested strategies, (in the chart above), can help organizations not only capture the full potential of neurodivergent professionals but also better leverage the value of the overall workforce and create a better workplace for all.

Supporting the creation, implementation, and sustainability of diverse, equitable and inclusive workplace cultures where employees feel open and comfortable is key to maintaining a happy and successful workforce and will keep positive workplace culture alive long term. There will never be a one-size-fits-all approach to accommodate neurodiversity. Everyone has different needs, strengths, and talents that should be celebrated.

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I, Stan Kimer, is appreciative of Logan Wong of Prompta providing this blog in an area I am not an expert in.  My areas of expertise include overall DEI strategy and planning, ERG (Employee Resource Group) launch and effectiveness, DEI Council formation and planning, Personal and Organizational Unconscious Bias, Inclusive Recruiting and LGTBQ+ diversity including use of pronouns.

References
https://www.autismontario.com/programs-services/autism-career-connections/employers

https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/02/15/neurodiversity-and-the-workplace/?sh=464266f42a22

https://www.cbc.ca/news/canada/toronto/86-of-adults-with-autism-are-unemployed-this-job-fair-aims-to-change-that-1.5089780

https://www.theceowithin.me/adhd/neurodiversity-a-workplace-asset-how-expert-diversity-inclusion-consultants-can-help/

https://www2.deloitte.com/us/en/insights/topics/talent/neurodiversity-in-the-workplace.html

https://icandreamcenter.com/uncommon-viewing-neurodiversity-as-an-asset-at-work/?utm_source=rss&utm_medium=rss&utm_campaign=uncommon-viewing-neurodiversity-as-an-asset-at-work


Four actions around corporate responsibility and investing in today’s politically divisive climate

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At the end of this blog, I specify four recommendations for corporate action.

There was been a new very disturbing trend recently in state governments. They are now waging a culture war on corporations and investment organizations that focus on socially responsible investing. These same misguided elected officials are also attacking corporations with solid ESG (Environment / Sustainablity / Governance) programs and initiatives. Link to ABC news article “What is ESG investing and why are some Republicans criticizing it?”

ESG investing is a type of investing that takes into account non-financial information about a company, such as its climate impact and staff diversity. Supporters of ESG, including financial firms that manage trillions in assets, have said considerations beyond the bottom line deliver the best financial gains. In weighing the economic threat posed by climate change, for instance, investors ensure the long-term health of their portfolio.

Case 1 – Florida: In December, Florida said it is pulling $2 billion in state money managed by BlackRock over opposition to their ESG policies. Republican leaders have criticized the giant firm for putting sustainability goals above returns. This is blatantly false since strong ESG initiatives result in higher profitability in the long term as well as a better society. Sadly enough BlackRock is also being attacked (instead of supported) by activists who feel BlackRock does not go far enough.

Case 2 – North Carolina: In my own state of North Carolina, the state treasurer Dale Folwell is seeking the ouster of BlackRock’s CEO Larry Fink. North Carolina has over $14 billion invested with BlackRock, and Folwell states that he has lost confidence in the firm’s ESG initiatives and investments. Folwell offers no data to back up his reasoning; he is obviously simply waging a “culture war” to position himself for the next Republican Governorship nomination.

Unfortunately money managers are now caught in the unfortunate political cross-fire.

Data shows that companies with strong ESG programs are more profitable.

Corporate America must now take the lead in supporting solid business strategy over political divisive noise based on division instead of analysis and facts. I urge corporations to take the following four actions.

1. Continue to develop and execute your own meaningful ESG programs and continue to communicate to employees and publicly the business rationale and value.

2. Continue to invest your own cash with money managers with solid ESG investment practices.

3. Refuse to provide any financial support to any national or state politician who is waging this unfounded culture war on socially responsible investing.

4. Make strong public statements supporting ERG and socially responsible investing.

Once again, as politicians battle to dismantle the excellent progress the country is making around diversity, equity and inclusion (DEI) and ESG; corporations will now need to provide the leadership in this area.  See my recent blog about corporations needing to lead in DEI.