Have you ever noticed when you are with a group of people who share your values or interests, you may be more engaged or even happier? You may not have stopped to think about why that might be, but being a part of a community of like-minded people can definitely impact your personal experience, especially at work.
When we are in the company of those who align with our core beliefs, a greater sense of belonging and understanding blossoms. In the science of Applied Behavior Analysis (ABA), we often consider a person’s environment as the key factor in behavior change. This is because our environment acts as a “spark” for behavior. We have all been trained to behave with people and places in certain ways. When we are in the presence of a supportive and like-minded community, it can enhance aspects of our lives, including our emotional well-being, motivation, and the quality of our work.
Workplaces can use this behavioral truth to support employee performance, specifically fostering environments where individuals with varying cognitive strengths and preferences can thrive. One way to achieve this is by encouraging the formation of Employee Resource Groups (ERGs). ERGs are typically voluntary, employee-led communities within a company that are formed based on shared values or experiences, such as race, nationality, gender, sexual orientation, disabilities, mental health challenges and many more topics. The history of ERGs can be traced back to the 1960s and 1970s, when the concept of racial discrimination and promoting equal opportunities for underrepresented groups within the workforce gained movement. Today, we see that almost 90% of Fortune 500 companies have ERGs, and oftentimes, they are directly tied to the business’s goals of promoting inclusive workplaces.
As the concepts of workplace diversity and inclusion continue to evolve and are starting to incorporate brain-based differences, ERGs have been impactful in helping to remove workplace stigmas around neurodiversity. The concept of neurodiversity acknowledges and celebrates the diversity of neurocognitive functioning conditions such as autism, ADHD, dyslexia, and more. While every neurodivergent person is unique, research is beginning to indicate that autistic individuals are rated high in areas such as staff retention, work performance, attention to detail, and reliability, which are all extremely valuable traits in an employee. However, organizations and employers lack awareness and education about establishing neuro-inclusive practices to provide equitable opportunities for neurodivergent minds.
This is where ERGs can come in, and they are beginning to play a pivotal role in amplifying voices and creating spaces where neurodiversity can be fully embraced. ERGs often organize events, workshops, and initiatives to celebrate diversity and raise awareness. In my experience of working with companies that have these dedicated groups, I have seen various focus areas that help to spread education and elevate the lived experiences of neurodivergent minds. Groups of neurodivergent employees who are looking for support, or even groups of parents of neurodivergent children who are sharing resources, allow for members to exchange ideas, offer a sounding board, or learn new approaches or systems that would benefit themselves or their children.
Neurodiveristy-focused ERGs can be a powerful approach to aid in the removal of stigma and biases around workplace neurodiversity, through various avenues. They offer a sense of community to individuals who may be struggling with similar challenges, and also provide an opportunity for further growth. Imagine experiencing a sense of "otherness" throughout your entire life, then suddenly, you discover a job where a community of people openly talks about obstacles and identifies resources specifically beneficial to your neurodivergent traits.
Once employees feel safe to be themselves and are more understood by their peers and leaders, they can begin to unleash creative and innovative ideas—greatly benefiting the company’s bottom line in multiple ways.
Companies of all sizes can put in efforts to create these communities. In some cases, you may find employees eager to identify opportunities where they can collaborate or lead these groups and disseminate helpful information among their workplace colleagues.
Here are a few ways that leaders can support the creation of these groups:
Active listening to concerns and challenges brought to the surface by team members
Open dialogue and genuine interest of people looking to be empowered in specific areas
Unique lived experiences or backgrounds that members share
The desire to learn about new perspectives
Notice how you feel this week when you are in a work group that uplifts you, validates you, and understands where you are coming from. Does it energize you or make you want to put more of yourself into a project? Let me know in the comments.
If you want advice on how to create a community or a focused group on promoting neurodiversity within your workplace, reach out and we can talk more!
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