Everyone should be welcomed to the disco!
Neuroinclusive Design creates the right environment for everyone to succeed, and discoHR is here to help you achieve it.
What if I told you that you have a sizable talent pool already within your organization that is being underutilized and undersupported?
Neurodiversity is an essential facet of your DE&I Plan
As many as 1 in 5 adults in the United States are neurodivergent.
“Neurodivergent” encompasses a whole umbrella of differences in neurological wiring ranging from autism, ADHD, OCD, depression, anxiety, PTSD, dyspraxia, synesthesia, dyslexia, and more.
The Neurodivergent community has long struggled to meet its full potential in workplace cultures that do not recognize their gifts and support needs—and on the flip side, companies are missing out on their unique talents!
While many HR departments and leadership teams strive to be inclusive, a knowledge gap persists to the great detriment of neurodivergent people and the organizations they comprise.
Neurodiversity: What is it?
“Neurodiversity – the diversity among minds – is a natural, healthy, and valuable form of human diversity.”
Neurodiversity has only just begun to enter the chat in the Diversity, Equity, & Inclusion space. It’s new for many—so what is it?
In the simplest terms, Neurodiversity is recognition of the diversity of human minds. Neurodiversity is a paradigm that provides an inclusive alternative to the stigma that neurodivergent people face in a neuronormative world.
With an emphasis on individual strengths and supports, neurodiversity celebrates all of our abilities and the collective good we can achieve when we accept one another.
discoHR can help!
Our signature Neuroinclusivity Audit is designed to identify key improvements in inclusive design for the whole employee lifecycle.
-
Accessible job descriptions and application process
Neuroinclusive and disability inclusive interviewing paradigm
Onboarding best practices that set up all employees for success from day one
-
Strengths based performance evaluation methods and opportunity for advancement
Clear, objective measures of success connected to job description
Learning and Development focused feedback with support to reach employee goals
-
A culture that emphasizes empathy and curiosity over judgment gives neurodivergent people the room to be themselves (and bring their best to work).
Not enforcing mandatory social events or using social capital as a sole means of advancement is important.
Facilitating understanding of communication differences, and acknowledgement that listening and being engaged looks many different ways!
-
Managerial and HR preparedness for the interactive process
Creating a culture of psychological safety
Guidance and recommendations for accommodations and accessible workplace design
Let’s Groove
If you’re curious about how we could level up your organization’s inclusivity, drop us a line!
What’s Missing?
Neuronormativity is 2-D
The status quo is centered around the neurotypical experience. Neurodivergent individuals often possess “spiky” skills profiles, with concentrated abilities (in contrast to the “flat” skills profiles of neurotypical people).
An illustration of what this can look like can be seen below.
Neurodivergent employees are misunderstood at work
Antiquated one-size-fits-all performance management processes, sweeping corporate calls to return to the office, and sensory unfriendly environments contribute to poor outcomes for neurodivergent employees.
You should have FOMO—fear of missing out on top talent
Companies like SAP, Microsoft, and T-Mobile have been intentionally harnessing the benefits of disabled and neurodiverse talent for years now. The results have been staggeringly brilliant: employees with disabilities bring different skills and perspective to the table, which drives innovation and profitability.
Despite 90% of companies claiming to prioritize diversity, only 4% of them had factored disability into their diversity initiatives. Neurodivergence is often accompanied by disability, leading to dismal unemployment and underemployed neurodivergent adults.
The Inclusion Advantage
Neurodivergent and neurotypical people all have different abilities that complement one another. Accessibility often benefits everyone, and its effects are evident on the bottom line.
Companies that champion Disability as part of their Inclusion efforts increased revenue on average by 28% than companies that don’t, and 30% higher overall profit margins.
The Department of Labor found that employers that embrace disability in its DEIB efforts see a 90% increase in employee retention; which is massive savings when employers spend an average of 33% of a worker’s annual salary replacing them.
Bridging the disability unemployment gap and hiring neurodivergent and other disabled workers would boost the U.S. economic GDP by as much as $25 billion.
