Neurodiversity is a core component for a successful society and the key driver for innovation, growth, and industry disruption. Companies have always relied on brains that think differently to propel the work and mission of their organizations. More and more, industries are coming to realize that neurodiversity can play an important role in this kind of leading-edge expansion.
Unfortunately, if businesses are unable to acknowledge and recognize the ways to harness the authentic and unique contributions of their neurodiverse population, their employees’ wellbeing will continue to suffer — and job vacancy, turnover, and damaged corporate reputations will be the result.
Luckily, things are beginning to change. Companies are becoming increasingly aware of the social and business benefits that a neurodiverse workforce can bring to an organization.
For instance, in one study, Hewlett Packard Enterprise's neurodiverse testing teams were reported to be 30% more productive than others (via Harvard Business Review).
In another report, James Mahoney, executive director and head of Autism at Work at Chase, says, “Employees on the autism spectrum were as much as 140% more productive than their peers.”
These workplace environments have created psychologically safe spaces for their workers: boosting confidence, productivity, and retention. Their approaches are steeped in neuro-inclusive and wellbeing-centered strategies that systematically amplify their commitment to the wellness, prosperity, and growth of their employees — and in return, they are experiencing significant business profits and gains.
Creating an Inclusive Environment for Neurodiversity
How can you achieve similar results with your work force? There’s a common theme in recommended strategies to promote healthy neurodiversity within the workplace — they call for greater awareness, advocacy, training, and company-wide implementation by both employers and employees. As a bonus, these strategies tend to benefit neurotypical individuals as well (more on that in my next post).
A few steps leaders can begin to take are:
Psychological Safety: Promote safe spaces to share personal struggles that impact work performance by asking questions, listening, and becoming more curious about the employee. Employees must feel safe (mentally and physically) to make mistakes, take risks, and share their needs in order for companies to succeed.
Consider flexibility: When possible, offer workload adjustments or flexible accommodations to complete tasks. Employers who implement effective and proactive arrangements around flexibility are seeing increased productivity for all employees.
Offer robust healthcare plans that cover appropriate therapy and help remove the stigma of accessing needed resources. However, just offering such services may not be effective; it’s important to follow up with your employees, connect them with resources and ask about their experiences (when appropriate) in order to build trust.
Train the workforce to better understand leadership practices that support individual strengths and advocacy for job crafting — the practice of allowing employees to define the parameters of their own positions. There is increasing research that shows the benefits of having employees identify their personal areas of interest and employers crafting their work projects to align with these passions and strengths.
Build sustainable cultures of inclusivity and wellbeing through modeling appropriate behaviors and consistently educating leaders and employees on best practices.
Workplaces must evolve and rise to the challenges of the current times. Cultures of inclusivity and wellbeing are not a trend that is fading away. Instead, they are the key to unlocking the future of innovation, growth, and achievement for the organization as well as the employee.
Let’s pivot towards making our 2023 intentions around wellbeing and inclusivity — together.
Reach out today to discuss how to begin thinking about neuro-inclusive workplaces that prioritize wellbeing and deliver results.
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About Behavior Pivot Consulting
At Behavior Pivot Consulting, we partner with organizations to cultivate neuro-inclusive environments that understand brain-based differences and promote mental wellbeing.
Our approach uses evidence-based methods from the science of Applied Behavior Analysis to help individuals and organizations build on strength-based skills to increase productivity, engagement and achievement within the workplace and educational settings.
Schedule a time to connect by emailing info@behaviorpivot.com or visit: https://www.behaviorpivot.com/
About the Author
Jagmeet Kaur Sangha is a Board Certified Behavior Analyst with a Master’s in Educational Leadership from Sacramento State University.
For over a decade, she has trained teams to work in homes and schools, supporting the needs of students, educators and clinicians. She is experienced in leading company executives and organizational leaders to create safe and dynamic workplaces that drive innovation, clinical outcomes and business results.
Jagmeet uses the science of Organizational Behavior Management (OBM) and Acceptance and Commitment Training (ACT) to promote workplace wellbeing and advance individuals, organizations and society through connection, education and behavior science.
Her organization, Behavior Pivot Consulting works with organizations to create thriving neuro-inclusive communities by offering customized educational training plans and interactive workshops.
Jagmeet is invested in creating healthy educational and workplace environments that contribute to a flourishing society. Reach out and connect to learn more: info@behaviorpivot.com or visit: https://www.behaviorpivot.com/
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