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Insights from Our Recent Roundtable on Supporting a Neurodiverse Workforce

Insights from Our Recent Roundtable on Supporting a Neurodiverse Workforce

Highlights from our June roundtable

Shaun Arora's avatar
Shaun Arora
Aug 20, 2024

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Insights from Our Recent Roundtable on Supporting a Neurodiverse Workforce
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On June 13th, we had a deep dive into creating a more inclusive work environment for neurodivergent individuals. It was an honor to put this group together; it’s a privilege to see how much work there is that needs to be done and be a part of the solution.

Here are some key takeaways:

🔹 Should we really need a medical diagnosis to provide accommodations? We think this requirement is outdated.

🔹 Current assessments often fail our neurodiverse colleagues. We need to rethink these tools to ensure they support everyone.

🔹 It’s not the individuals who are disabled; it’s the environments that aren’t accommodating.

🔹 Disclosure can lead to unfair disadvantages, which is why many choose not to disclose their neurodivergence.

🔹 Neurodiverse people often excel in their roles but may struggle with workplace EQ tests or social events like lunches and happy hours.

🔹 The right conditions can turn traits into strengths or disabilities.

🔹 Many organizations still rely on a medical model to determine support, but this needs to change.

🔹 Accommodations shouldn’t hinge on disclosure. Current disclosure rates are low because the outcomes are often negative.

🔹 Managers and leaders should proactively ensure accommodations are in place, without waiting for disclosures.

🔹 IBM’s safe space Slack channel for neurodivergent employees is a great example of peer support driving program direction.

🔹 With groups of more than 7 people, chances are there’s at least one neurodivergent person.

🔹 Neurodivergent people often bring higher productivity, job loyalty, and innovation.

🔹 Some organizations fear that accommodating neurodiversity will force them to make uncomfortable changes.

🔹 We need to recognize that people’s brains work differently and accommodate these differences.

🔹 Strength-Based Assessments can help reduce stigma and highlight individual strengths.

🔹 People with autism often notice systemic issues sooner than others, which can be a real gift to your company.

🔹 Ensuring accommodations and fostering inclusive conversations should be part of every manager’s KPIs.

🔹 Some companies gamify neurodiversity training to boost engagement, with friendly country competitions and fun incentives.

🔹 Performance should be evaluated based on results, not behaviors.

Let’s strive to create workplaces where everyone can thrive!


If you wish to be a part of a group working towards solutions, visit https://www.braintypes.org/roundtables and sign up for a future roundtable.

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Insights from Our Recent Roundtable on Supporting a Neurodiverse Workforce
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