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3 strategies for advocating for your neurodivergent employees

Summary

This article discusses neurodiversity in the workplace and provides three strategies for advocating for neurodivergent employees. The strategies include removing barriers rather than spotlighting individual issues, proactively offering reasonable accommodations, and avoiding pathologizing neurodiversity. By employing these strategies, organizations can create a better experience for neurodivergent employees and unlock their natural gifts and strengths.

Q&As

What is neurodiversity?
Neurodiversity refers to the natural diversity of human brains.

How does the medical model of disability view neurodiversity?
The medical model of disability suggests that problems originate with the neurodivergent person and their “atypicality,” which leads to shaming, blaming and silencing employees who would otherwise request accommodations.

What are three strategies for advocating for neurodivergent employees?
1. Remove barriers rather than spotlight individual issues. 2. Proactively offer reasonable accommodations. 3. Avoid pathologizing neurodiversity.

How can language be used to avoid pathologizing neurodiversity?
Language should be used to describe exactly what is meant rather than using linguistic shortcuts.

What are the benefits of creating workplace practices to support neurodiversity?
The benefits of creating workplace practices to support neurodiversity include improved employee experience, increased access to a true feeling of belonging on teams, and unlocking the natural gifts and strengths of the people who make up the organization.

AI Comments

👍 The article provides great strategies for advocating for neurodivergent employees and is a great resource for talent leaders.

👎 The article fails to provide any tangible action steps for creating an inclusive environment for neurodivergent employees.

AI Discussion

Me: It discusses three strategies for advocating for neurodivergent employees in the workplace. It talks about removing barriers, proactively offering reasonable accommodations, and avoiding pathologizing neurodiversity.

Friend: Wow, that's really interesting. I think it's important for employers to be aware of how to create an inclusive environment for neurodivergent employees.

Me: Absolutely. It's important to recognize their needs and create conditions for inclusion and well-being. This article provides some useful strategies for employers to consider in order to make sure their workplaces are as welcoming and inclusive as possible.

Action items

Technical terms

Neurodivergent
Refers to people whose brains work differently than what society deems “normal.”
Dyslexia
A learning disorder that affects a person's ability to read, write, and spell.
Dyspraxia
A neurological disorder that affects a person's ability to plan and coordinate physical movements.
ADHD
Attention Deficit Hyperactivity Disorder, a mental health disorder that affects a person's ability to focus and concentrate.
Autism
A developmental disorder that affects a person's ability to communicate and interact with others.
Gen Z
The generation of people born between the mid-1990s and mid-2000s.
Social Model
A model of disability that looks outward at the barriers that exist for neurodivergent people, rather than what about them needs to change.
Medical Model
A model of disability that suggests that problems originate with the neurodivergent person and their “atypicality.”
Reasonable Accommodations
Adjustments to the workplace environment that are made to help neurodivergent employees.

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