Despite all the research that shows the untapped talent and capabilities of the neurodiverse population, neurodiverse individuals are still facing significant barriers when seeking employment and adapting to workplace cultures and practices that are not made accessible to them. How can employers proactively design a healthy workplace to support neurodiverse individuals to shine and show off their incredible talents? On today’s podcast, Isabella He and Isabelle Hsu, two young leaders in advocacy for neurodiversity, join us to share in their insight and experience.
Isabelle and Isabella’s tips on making workplaces accessible for neurodiverse individuals
- Adopt a strength-based approach. Neurodiverse individuals might need specific accommodations to equip them to work in the style in which they feel comfortable and to show their amazing strengths. Focus on their strengths when you communicate and adopt the mindset of how you can design the workplace to unleash the amazing strengths of your neurodiverse teammates.
- Raise general awareness and literacy about neurodiversity. The literacy around neurodiversity is still relatively low in our society. Seek out resources that will raise awareness at your workplace and help your team to learn more about neurodiversity.
- Seek help to design your workplace’s accessibility policy and practices. There are professional accessibility specialists that can help you to become a certified neurodiverse workplace.
Favourite quotes from this episode
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“I founded SN Inclusion after realizing that some people I knew that I had no idea were neuro-diverse were actually neuro-diverse and they had such struggles getting into the workplace and face so many adversities due to a lot of the stigmas that still perpetuate in our world today. Unemployment rates among individuals with autism spectrum disorder is at 85%. I was shocked by that statistic.” ~ Isabella
“One thing to keep in mind is that so many of us with neurodiverse conditions have unfortunately learned to keep our conditions private and try not to bother others or to advocate for our specific needs. Of course, there are also people who are the complete opposite of that. But in general, if an employer wants to make a workplace more friendly, I suggest they approach it in a more proactive way to ask what needs to be done instead of waiting for employees to approach you and tell you what they need.” ~ Isabelle
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