{"id":4814,"date":"2023-03-08T16:48:34","date_gmt":"2023-03-08T21:48:34","guid":{"rendered":"https:\/\/www.totalengagementconsulting.com\/blog\/?p=4814"},"modified":"2023-03-10T07:03:47","modified_gmt":"2023-03-10T12:03:47","slug":"neurodiversity-is-an-asset-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.totalengagementconsulting.com\/blog\/2023\/03\/neurodiversity-is-an-asset-in-the-workplace\/","title":{"rendered":"Neurodiversity is an asset in the Workplace"},"content":{"rendered":"\r\n

\"\"<\/a><\/p>\r\n

A guest blog courtesy of Logan Wong (MSW, RSW) of one of my business partners Prompta,<\/strong><\/a> who I team with to offer best-in-class DEI focused employee engagement surveys.<\/em><\/p>\r\n

What is neurodiversity?\u00a0 <\/strong>Neurodiversity is the idea that all brains are diverse in how they work \u2013 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?\u00a0 <\/strong>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%\u201320% 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\u2014solid 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. <\/strong>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.<\/p>\r\n

Given that 86% of neurodiverse adults in Canada are unemployed, it\u2019s 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\/<\/a><\/strong> )<\/em>

\"\"<\/a>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.<\/p>\r\n

* * * * * * * * *<\/p>\r\n

I, Stan Kimer, is appreciative of Logan Wong of Prompta providing this blog in an area I am not an expert in.\u00a0 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<\/strong>
https:\/\/www.autismontario.com\/programs-services\/autism-career-connections\/employers<\/a>

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

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

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

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

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<\/a>


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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?\u00a0 Neurodiversity is the idea that all brains are diverse … Continue reading →<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_links_to":"","_links_to_target":""},"categories":[1],"tags":[2270,2269,2267,2268,2271],"class_list":["post-4814","post","type-post","status-publish","format-standard","hentry","category-general-info","tag-austism","tag-neurodivergent-brains","tag-neurodiversity","tag-prompta","tag-stength-based-mindset"],"_links":{"self":[{"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/posts\/4814","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/comments?post=4814"}],"version-history":[{"count":0,"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/posts\/4814\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/media?parent=4814"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/categories?post=4814"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.totalengagementconsulting.com\/blog\/wp-json\/wp\/v2\/tags?post=4814"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}