Neuroinclusive workplaces: What it means to be an inclusive, neurodivergent boss (Part III)
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 concluding our series on what it means to be an inclusive, neurodivergent boss- we want to reiterate 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 continue to encourage you to consider your workplace, thinking of ways in which it could be more inclusive to all by implementing some of the specific practices discussed in our series. If there are any additional aspects of neuroinclusive workplaces that you would like to see us discuss, feel free to leave us a comment below any one of our blog posts!
Part 3: Specific practices for creating a neuroinclusive workplace
To begin, let’s first take a look at a summary of parts I and II:
In thinking back to our previous two posts on neuroinclusive workplaces, we first took a look at the steps to take prior to the hiring process (part I). Important steps we discussed in this part included introspection and self-reflection, with respect to both business and personal worldview; considering and implementing accommodations; fostering a company culture which is affirming, anti-oppressive, anti-racist, and works to decolonize the workplace; and continued training and workshops.
In part two, we then moved to the hiring process itself and the steps that are vital for a neurodivergent boss to take in order to foster an inclusive, neuroaffirming workplace. In particular, we looked at three areas of the hiring process–job listings and descriptions, interviews, and hiring/onboarding–where we highlighted the importance of utilizing neuroinclusive recruitment practices and identified key themes of flexibility and alternative options to keep in mind during this process. With respect to job descriptions, we noted the importance that listings are clear and concise, don’t use gendered or exclusionary language, and that flexible formatting options are provided (i.e. larger font sizes, screen reader capability, etc.). For interviews, we stressed the importance that you take a flexible, strengths based approach that varies from job to job and/or candidate to candidate. We also discussed looking beyond “normal” or “traditional” social cues, as everybody has differences in communication styles, body language, and eye contact, for example.
Finally, during the hiring and onboarding process we talked about needing regular, clear feedback and expectations for employees. We further noted an importance in offering an assessment or having a discussion with the new hire about their boundaries and support needs at the outset, as well as potentially sharing your neurotype as a boss so employees have an understanding of your own communication style, etc. If you’re still with us, it’s now time to turn our attention to part three of the series, which will identify specific practices necessary for creating a neurodivergent affirming workplace.
Having reviewed the steps to take prior to and during the hiring process, we now turn to specific practices…
We have highlighted the importance in adapting the hiring process to utilize neuroinclusive recruitment practices, though changes to the hiring process alone are insufficient in creating the inclusive work environment that is desired. That is, it is crucial that along with such changes to the hiring process, there are also fundamental changes to the environment and culture of the workplace. It should be well established that your business/company/organization recognizes the natural variation in how everyone thinks, acts, learns, communicates, and relates to others. In creating a truly neuroinclusive and safe work environment, it takes more than simply hiring neurodivergent employees- you must ensure that no one feels “othered” and that they are comfortable to be themselves, free from fear of exclusion, stigma, stereotypes, and discrimination.
Differing communication needs and styles should be normalized and encouraged, providing flexibility and adaptability, to meet the needs of all employees. Additionally, employees should know/understand the accommodations and support that is available to ensure they are able to comfortably perform their job, while prioritizing both productivity and quality of life. Not only are communication and accommodation key aspects of neuroinclusivity, it is also essential that continued education and training is provided on both neurodiversity as well as other intersectional identities.
I. Communication, accommodation, and support needs
Communication–
It is important to normalize differing communication needs and styles. Communication should be adaptable, flexible, and offered in varying formats (e.g. similar to the flexible formats discussed in the hiring process; see below for more examples). It is also vital that these differing communication styles are supported and accommodated to meet everyone’s needs. Though, at times when there are competing needs, it is important to have a group discussion with those affected where everyone is heard, ultimately coming to a group conclusion on how to proceed or meet in the middle.
In addition, you might also utilize digital tools such as a calendar and/or electronic to-do lists and reminders to keep all employees up to date while promoting organization and planning skills. Utilizing these flexible digital tools allows employees to have options in ways of communication while providing them the ability to explore what works best for themselves and their own personal communication needs/preferences.
Examples of flexible formats include:
Utilizing programs with spelling and grammar check
Text-to-voice communication (i.e. reads text out loud)
Voice-to-text communication (i.e. dictates voice to text)
Examples of digital tools for productivity and organization:
Calendar apps
e.g. Google Calendar or Microsoft Outlook
To do list and task manager apps
e.g. Todoist, Microsoft To Do, Trello
Instant messaging and email correspondence
e.g. Slack, Microsoft Teams
File sharing and storage cloud services
e.g. Google Drive, OneDrive, Dropbox
Key points–
Communication should be adaptable, flexible, and offered in varying formats
Consider utilizing various digital tools to enhance productivity and organization, while allowing employees to use the method(s) that work best for them
While effective communication is foundational, it’s also important to address accommodations and support needs to ensure neurodivergent employees feel truly included…
Accommodation and support needs–
It is equally as important to normalize supporting and accommodating everyone's needs within the workplace- acknowledging that there will be differences, but that’s more than okay; it’s normal! The first most important aspect of accommodations and support is that the individual employee does not feel “othered,” discriminated against, or bullied for their needs (though fostering a neuroinclusive, affirming environment should help mitigate these factors). For neurodivergent employees in particular, the workplace must provide adequate support and reasonable accommodations based on the individual’s needs. Please see below for a list of various accommodations to consider that aid productivity as well as quality of life (e.g. preventing burnout).
In addition to the individual needs of employees, it’s important that the overall physical work space is conducive to all being able to do their job comfortably, with minimal distractions. On top of the physical workplace, another aspect of fostering an environment that’s conducive to all is creating flexibility for employees, allowing them the option to work in the office, remotely, or utilizing a hybrid schedule. Flexibility should be integrated into company policy to ensure it’s not solely the responsibility of individual employees, while offering the option for both flexibility and/or structure based on personal preference and comfort.
For many employees, and neurodivergent employees especially, flexibility in work schedules can be incredibly helpful and important. For example, it allows employees to take time off for appointments, self-care, when they're burnt out, etc. It is also a more viable approach for those who work best in the comfort and familiarity of their home, or for those that find the workplace too distracting or too challenging navigating the social office setting. While flexibility should be encouraged in the workplace, it’s important to understand that some individuals may prefer having a schedule or a routine of some sort. To this end, it could be meaningful to have a questionnaire or discussion with employees upfront (e.g. during onboarding or training/orientation) surrounding their personal preferences in order to cater to individual needs, while ensuring the needs of the business/company and those it serves are met as well.
Examples of accommodations for neurodivergent employees (in addition to the flexible formatting discussed above with communication):
Noise canceling headphones
Clear, concise written instructions
Closed captioning and recorded meetings
Sensory aids such as fidget tools
Flexible schedules/work hours (or the alternate- maintaining a consistent schedule)
Ability to work remotely or to have a hybrid schedule (depending on the job/position)
Extra time on projects/tasks
Uninterrupted work time
Avoiding the use of fluorescent lighting
Key points–
The availability of support and accommodations for employees is required, in particular for neurodivergent employees
The physical work space needs to be conducive to all employees, where they are comfortably able to work and do their job
Flexibility should be incorporated into company policy so the responsibility is not solely placed on the individual employee while providing the option to have a flexible or structured schedule, depending on personal preference
II. Continued education, training, and workshops
Another vital role in creating a neurodiversity affirming workplace and fostering a culture of acceptance, understanding, and inclusion is providing continued education and training for all employees. This training should not only support neurodiversity but also address other intersectional identities by incorporating anti-racist and anti-oppressive teachings. Such training involves unlearning and transforming how power, privilege, and worldview shape our work lives, choices, and use of discretion, for example. Moreover, it should also encompass other intersectional identities including race, ethnicity, gender identity, sexual orientation, and socioeconomic class.
With respect to education on neurodiversity and supporting neurodivergent coworkers, one of the most important components of this training is that it is taught/led by neurodivergent individuals. This ensures that the content and education is authentic and grounded in the real lived experiences of neurodivergent individuals, which provides a level of insight that neurotypical peers have not experienced or may not fully grasp. It also challenges any lingering stereotypes or stigmatization held towards neurodivergence and further creates a space of inclusion and acceptance.
With that being said, we would like to provide some examples of neurodivergent and inclusive training resources for businesses/companies to utilize in fostering an accepting workplace–
Training and workshops on neurodivergence and intersectional inclusion:
The Divergent Clinician 😉
Empowers clinicians to better understand and support neurodivergent individuals through neuroaffirming education, practice materials, and learning cohorts for therapy professionals.
Method Creative
Provides training on neurodiversity, neurodivergence, and neuroinclusivity in the workplace.
All Brains Belong Vermont
Offers neurodiversity and inclusion training for employers, healthcare providers, schools, and organizations looking to become more neuroinclusive.
Equality Institute
While not focused on neurodiversity, this firm offers intersectional inclusion workshops and consulting for organizations and their employees. Some workshops offered include tools to be an authentic LGBTQIA+ ally, navigating gender fluid boundaries, an introduction on anti-racism, and intersectional allyship in action (to name a few).
III. Conclusion – Overall workplace expectations and culture
In summary, creating a neuroinclusive and accepting workplace requires thoughtful changes at every stage–that is, prior to the hiring process, during the hiring process, and throughout employment–for ongoing support and workplace culture. By implementing neuroinclusive recruitment practices, such as clear job descriptions, flexible interview formats, and adaptable hiring processes, businesses can begin to recruit and retain neurodivergent individuals. In addition to this, in order to truly foster an inclusive work environment, businesses must normalize diverse communication styles, offer individualized accommodations, and create flexible work options that prioritize both productivity and employee well-being.
Continued education and training are crucial, with a focus on neurodiversity and intersectionality, ensuring that all employees understand the importance of inclusion. Finally, empowering neurodivergent employees to take part in education and training not only enhances authenticity, but also challenges stereotypes and fosters a deeper sense of belonging among employees. By integrating these practices into the core of the workplace, businesses can create and sustain environments where everyone, regardless of their neurotype, feels supported, valued, and able to thrive.
To conclude, we’d like to highlight some real life examples of workplaces/small businesses that have embraced neuroinclusion in the workplace–
Mental health and psychological services:
Neuron & Rose Psychological Services 😉(California and Minnesota)
We offer a wide range of neuroaffirming services including comprehensive psychological evaluations for Autism, ADHD, OCD, dyslexia, and more, along with abbreviated assessments, gender affirming care letters, and neuroaffirming therapy. We also offer group therapy sessions where clients are able to connect with others who truly get them, while fostering support, insight, and growth.
Wander Psychotherapy (California)
Queer owned, neuroaffirming and inclusive practice specializing in neurodiversity and trauma informed therapy for individuals, couples, and polycules. Provides in-person services in San Diego, CA and virtual telehealth services throughout CA and Washington.
Resilient Mind Counseling (North Carolina)
Offers a wide range of affirming psychological services including online therapy; neurodivergent therapy; therapy for Black, Indigenous, and People of Color (BIPOC); LGBTQIA+ counseling; as well as therapy for anxiety, depression, mood disorders, and trauma.
Asha MH – Priyank Rao, PsyD, LP (Minnesota)
Provides culturally-responsive, neurodiversity affirming mental health care for all, especially marginalized communities (including BIPOC, immigrant, LGBTQIA+, and disabled folks).
Method Creative (Minnesota)
Provides inclusive, research-supported education, support, and psychological services to neurocomplex individuals and communities.
Other companies/small businesses:
Slack
Productivity and project management system that’s dedicated to diversity and inclusion, while offering remote and flexible job opportunities.
Sensorypets (Etsy)
Created by a mother with Autistic children, this company was founded with the goal of offering high-quality products that are thoughtfully designed to meet the unique sensory and functional needs of neurodivergent children.
All Things Sensory Shop
This neurodivergent small business owner creates and sells handmade, affordable stim toys and sensory items.
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. We also have a sister group for therapy professionals, The Divergent Clinician, which offers neurodivergent affirming continuing education, practice materials, and group consultations for neurodivergent affirming Autism Assessments. If you are a therapy professional, you can head to our sister site here https://www.thedivergentclinician.com/.
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
ADHD Foundation. Neurodiversity in the workplace: An information guide for employers. The Neurodiversity Charity. https://www.adhdfoundation.org.uk/wp-content/uploads/2022/03/Neurodiversity-in-the-workplace-Free-E-Booklet-and-Training-Guide-forBusiness-August-2023.pdf
Cohn, T. (2024). Decolonizing the workplace: How to get started. EW Group. https://theewgroup.com/us/blog/decolonisation-the-workplace/
Houser, M., M.D. (2023). Creating workplace environments for people with all types of brains. All Brains Belong VT. https://allbrainsbelong.org/blog-employment-1/
How to develop a neuroinclusive culture at work. (n.d.). Autistica. https://www.autistica.org.uk/get-involved/employers/employers-guide/neuroinclusive-culture
Luc, K. (2024). Neurodiversity in the workplace: Why it matters. CultureAmp. https://www.cultureamp.com/blog/neurodiversity-in-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
Marinis, M. (n.d.). Top 10 Accommodations for Neurodivergent Employees. The Mentra Publication.https://www.mentra.com/top-ten-accommodations-for-neurodivergent
Mahto, M., Sniderman, B., Hogan, S.K. (2022). A rising tide lifts all boats: Creating a better work environment for all by embracing neurodiversity. Deloitte Insights. https://www2.deloitte.com/us/en/insights/topics/talent/neurodiversity-in-the-workplace.html
NLI. (2022). Five ways workplaces can become more neuroinclusive, according to neurodiversity advocates. NeuroLeadership Institute. https://neuroleadership.com/your-brain-at-work/five-ways-for-neuro-inclusivity
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
Silvertant, E. (2024). Workplace accommodations for autism and AuDHD. Embrace Autism. https://embrace-autism.com/workplace-accommodations-for-autism-and-audhd/
Snodgrass, N. (2024) Neurodiversity and neuroinclusion: Embedding difference as standard, LinkedIn. https://www.linkedin.com/pulse/neurodiversity-neuroinclusion-embedding-difference-natalie-snodgrass-ldane
