Neuroinclusive workplaces: What it means to be an inclusive, neurodivergent boss (Part I)
Disclaimers: We want to affirm our commitment to neurodiversity and inclusive language practices. We utilize identity-first language, acknowledging the preferences of the community we serve. Therefore, you may notice us referring to individuals as "autistic people" rather than "people with autism." This choice reflects our dedication to respecting the autonomy and identity of each individual. Studies have indicated that many within the autistic community prefer the term "autistic person," emphasizing the importance of recognizing and honoring diverse perspectives. Thank you for joining us on this journey of understanding and acceptance.
Educational Purposes: The information presented here is for educational purposes, and not meant to diagnose, treat or cure medical conditions or challenges, including neurodivergence (including mental health challenges), or physical health.
A Thank You: Before diving into this topic- we want to preface that this blog is a love letter to Lindsey Mackereth, who has inspired us with her latest blog to flesh out some of our own ideas on neuroinclusive workplaces and what it means to be a neuroaffirming boss. We also encourage you to consider your workplace and think about ways in which it could be more inclusive to all.
Part 1. Steps to take before the hiring process
Before thinking about the hiring process or specific practices for creating and implementing a neurodiversity affirming workplace, it is important that you, as a neurodivergent employer, take some time to reflect on yourself, your beliefs, and consider what neuroinclusion means to you and your company.
To start, an incredibly important aspect of this introspection is whether you are neurodiversity affirming?
Neuroaffirming care has been a hot buzzword as of late, whereby some people or businesses claim to be neuroaffirming, but with a quick check on their website, etc. it can show inconsistencies that lean towards it being used to draw people in, and not as a true practice. Or, some folks believe they can simply say “I think everyone has differences and not deficits,” and that makes them neuroaffirming- but this is false! Rather, being truly neuroaffirming requires a whole paradigm shift that not only takes a lot of time, but also requires effort to be anti-oppressive. Some giveaways to look out for might include the mention of ABA or anything where ‘neurotypical skills’ or norms are being pushed, the use of language that is not identity first (i.e. person first language like ‘person who has autism’), or referring to autism as a ‘disorder’ or other harmful language such as ‘deficit’ or ‘abnormal.’ In considering ways to be a truly neuroaffirming boss and company, some examples of doing so can include using inclusive, respectful language; having a sensory friendly website and work environment; avoiding to push neurotypical social norms and expectations; focusing on strengths and not only challenges; and incorporating practices and accommodations that consider neurodivergent needs in the workplace.
Additionally, there are other important aspects to think about during this period of reflection, one of which is considering whether you are aware of your own neurotype, your own needs, your own communication preferences and boundaries, and your own sensory profile?
As a neurodivergent boss, before you are able to consider the needs of your neurodivergent employees, you must first have an understanding of your own needs and preferences.
This might also give you ideas for accommodations or boundaries that would be helpful for employees in having a neuroinclusive workplace. Another consideration that is vital in creating a neuroaffirming, inclusive, and understanding environment is fostering a company culture which is affirming, anti-oppressive, anti-racist, and one that works on decolonizing the workplace. Taking an anti-racist and anti-oppressive approach involves an intentional process of identifying and removing intersectional forms of racism and oppression. This requires change to systems, organizational structures, policies and practices, attitudes, as well as to training. Foundational to this anti-racist, anti-oppressive approach, it is essential that the workplace be free from any form of racism, discrimination, or harassment and that you work to identify/address intersectional forms of racism, advance equity, and strengthen solidarity among employees.
Building on the points from above (in particular with respect to training), an additional question to ask yourself in creating a neuroinclusive workplace is whether the whole company is or will be trained on supporting neurodiversity and other intersectional identities?
To this end, Jennifer Alumbaugh and Lindsey Mackereth are two incredible professionals who offer neuroinclusive consulting, coaching, and workshops for the workplace. It could be a great idea to link up with a neuroinclusive consultant to provide additional topics that should be covered in the workplace such as understanding autistic burnout, masking, and sensory preferences, in addition to creating an environment that is conducive to all.
To this end, it is important that training also include teachings on being anti-racist and anti-oppressive- which entails unlearning, transforming, and reimagining power, privilege, and how your own worldview informs your work life, choices, and use of discretion, for example.
We hope that this first part of our series on neuroinclusive workplaces can be of help, especially for neurodivergent bosses that want to ensure not only their business, but also their personal worldview, is inclusive, neuroaffirming, and anti-racist and anti-oppressive. Come back next week for part two of this series, which will focus on the hiring process and important aspects to consider when onboarding.
If you are a neurodivergent boss or employee and are looking for workplace accommodations, evaluations, or therapy- we would love to work with you! Contact us today to schedule a free 15-minute consult with one of our neuroaffirming practitioners.
Do you live on Wahpekute land (colonized as MN), or Chumash land (colonized as Los Angeles, CA), and want an Autism assessment, an ADHD assessment, neurodiversity affirming individual therapy, neurodiversity affirming group therapy or neurodiversity friendly DBT individual therapy? We got you covered! Reach out to learn more, we offer free consultations for therapy and assessments!
We live and work on the unseated territories of the Wahpekute and Chumash land, we pay respects to their elders past and present. We encourage folks to explore the ancestral lands they live and work on, and to learn about the Native communities that live there, the treaties that have been broken. If folks feel called, we encourage them to consider taking actions to support Native communities, reparations, and land back movements (see other resources below).
References
Cohn, T. (2024). Decolonizing the workplace: How to get started. EW Group. https://theewgroup.com/us/blog/decolonisation-the-workplace/
Mackereth, L. (2024). Pt 4: Is your organization neuroinclusive yet? Leadership + culture. Creative Method. https://lindseymackereth.substack.com/p/pt-4-is-your-organization-neuroinclusive?utm_source=post-email-title&publication_id=2871346&post_id=149293878&utm_campaign=email-post-title&isFreemail=false&r=4be096&triedRedirect=true&utm_medium=email
Ontario Nurses Association. (2024). Anti-racism and anti-oppression advocacy 101 digital toolkit. https://www.ona.org/wp-content/uploads/ona_araodigitaltoolkit_20240522.pdf
Sigley, A. (2024). ‘Neuro affirming therapy'- how to spot the bullsh*t. Neurokin Psychology. https://www.neurokinpsychology.com.au/post/finding-a-neuro-affirming-psychologist-for-autism-assessments-and-therapy-how-to-spot-the-bullshit
Snodgrass, N. (2024) Neurodiversity and neuroinclusion: Embedding difference as standard, LinkedIn. https://www.linkedin.com/pulse/neurodiversity-neuroinclusion-embedding-difference-natalie-snodgrass-ldane
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