A perfect world would be inclusive of neurodiversity of work. It would be inclusive of ALL diversity at work! When companies’ actions don’t align with words…it’s not a good feeling. In recent weeks, we’ve seen a number of posts on LinkedIn alluding to companies claiming to be inclusive, and employees don’t seem to agree.
We see it all the time:
🌈 Companies will splash rainbows across their social media and update their logos in June but don’t focus on creating psychologically safe environments where LGBTQIA+ employees can thrive.
✊🏿 Companies will celebrate Black History Month with some splashy webpage but continue to pay Black men and women less than their white peers.
🧠 Companies will say the diversity that makes them great includes neurodiversity, but don’t actually support people with diagnoses.
What does this mean for Neurodiversity?
When companies use ableist language and hold everyone to neurotypical standards, it increases the burden of work for the neurodivergent employees. Not only do they need to navigate their own workplace experience and advocate for what they need; they also have to educate others and may feel an obligation to advocate for everyone under that neurodivergent umbrella.
The modern workplace was created by – and for – neurotypical people. There are so many incredible HR leaders that are ready to support, they just don’t know where to start. If you are an ND employee, and you are comfortable sharing some suggestions, I hope you do! You may start with sharing a bit about yourself and disclosing your own diagnoses/neurodivergence. Without disclosing your diagnosis, you can still advocate for accommodations using MPGs PANDAS model. To create inclusive settings, you can help plan inclusive meetings and events, too!
Doing Better
As with much of the other diversity learning and unlearning we’ve been invited to do in recent years, this is an opportunity for companies to do better. Companies need to support their employees – including employees identifying as neurodivergent. Remember, due to the intersectionality we all represent, many of the individuals feeling marginalized in neurotypical spaces have felt marginalized in other spaces.
ADHD fuels advocacy, so how can we change how neurodiversity is welcomed and accepted in the workplace? You can make a difference when it comes to diversity at work!
Let Us Help
Mullins Professional Group loves helping teams and organizations think differently about neurodiversity. From Employee Resource Group (ERG) events, to company-wide offerings, we can host workshops or speak on topics that resonate with employees and leaders alike. Reach out and we can help you build something great!
