Striving for Inclusive Workplaces
I strongly believe that advocating in the workplace can lead to truly inclusive organizations. Teams that are accepting, encouraging, and accommodating of everyone – including neurodivergent employees.
This can be tricky to advocate for on your own. But if you’re comfortable sharing a bit more about what you need to be successful, you may find like-minded people and additional advocates!
Dyslexic Thinking
Recently, a favorite example of this was “dyslexic thinking” being added to LinkedIn as a skill. For so long, incredible people with dyslexia felt they had to hide this giant piece of how they learn and process. When successful leaders like Richard Branson use their platform to share their own neurodivergent experiences, it helps to create a safer, more inclusive workplace for everyone.
Your Role in Advocacy
Through advocacy, people now understand how to better support and engage those with dyslexia and see the benefits of dyslexic thinking.
Advocating for neurodivergent team members can look different. Maybe it’s clarifying what environmental considerations would serve people best. Maybe it’s negotiating timelines that help people do their best work.
Keep Reading
Other articles on the topic of advocacy, and how to support neurodivergent employees include:
Advocating in the Workplace
Even if you didn’t have an advocate leading the way for you, how can you advocate for yourself and others now? Sometimes it’s hard to tackle it on your own. If you’re looking to set up Employee Resource Groups, or other community support for neurodivergent employees Mullins Professional Group can help. Reach out, and we can help you build something great!
