The neurodiversity awareness movement has been in full swing for a few years now, and has revolutionised our understanding of individual differences at work.
HR magazine’s Post
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Neurodiversity is not a disability; it’s a form of diversity that brings unique strengths to the workplace. Personal stories and experiences highlight the impact of language and labels, and the steps needed to create inclusive environments. How do you think language and labels impact neurodivergent individuals? Have you been impacted in the workplace by them?
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Professional Speaker/Consultant/Coach-Cultures of Neuroinclusion CEO, Neurobelonging|Forbes Neurodiversity Expert|Author|Host 30yrs therapist/coach, specializing in AuDHD relationships
It really is simple. Ask people what they need to thrive at work. Believe them when they share their access and support needs. Remember that disclosure and diagnosis intersect with privilege and many people will never be able to access a formal diagnosis or may never feel safe disclosing. You can provide the psychological safety for your employees to share their needs by asking and affirming. Then advocate for them and accommodate their needs when possible. Create cultures of neuroinclusion and accessibility. 🌟 Comment below if you agree or know of an organization that is doing this well so we can celebrate and elevate them! Reach out to me via DM or use the schedule link in my profile to connect. I would be happy to offer neuroinclusion and disability inclusion workshops at your place of work. Ring my 🔔 so as to not miss my daily educational posts. #HR #DisabilityInclusion #Neurodiversity #Accommodations #Accessibility ID: A reminder note tacked to a cork board that says "You don't have to ask your employees for a diagnosis or doctor's note before accommodating their access and support needs. Believe them."
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How can organizations foster a more neurodiverse-friendly workplace? Rachel Wheeler shares actionable steps to raise awareness, promote inclusivity, and create a safe and supportive environment that will empower neurodiverse colleagues to thrive at work. Discover more in myGwork. #Diversity #Inclusion #Culture #FutureofWork
Promoting allyship and neuro-inclusion during Neurodiversity Celebration Week
mygwork.com
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Creating an inclusive work culture requires understanding each individual's needs and the importance of context. Without this understanding, we create a disconnect, failing to recognize each person's unique challenges and perspectives, which can lead to miscommunication, feelings of exclusion, and decreased team morale and productivity. By acknowledging and valuing team members' diverse experiences, we foster a supportive and dynamic work environment where everyone feels seen, heard, and valued. Join us in celebrating diversity and empowering every individual by sharing your experiences and insights, helping us build a more inclusive future together. Tailor support to individual needs, respect social and cultural factors, consider environmental impacts, and understand historical and personal contexts. Additionally, recognize intersectionality, adapt communication preferences, be aware of sensory sensitivities, use clear language, and understand nonverbal communication challenges. Prioritizing context fosters clear, respectful, and meaningful communication, creating inclusive environments where everyone can thrive. #Advocacy #Neurodiversity #DevelopmentalDisabilities #Inclusion #Empowerment #MentalHealth #SelfAdvocacy #Mindfulness #CommunitySupport #InclusiveSociety #Neurodiversity #DevelopmentalDisabilities #Empowerment #Inclusion #PositiveImpact #UniqueAbilities #Mindfulness #SelfAdvocacy #MentalHealthMatters #Dyslexia #Autism #ResilientCommunities #ResilientHeartsIn #DevelopmentalDisabilities #ADHD #Autism #ResilientHearts
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Accommodations and accessibility modifications do not alone provide inclusion and belonging. Many deeper challenges prevent people with disabilities from thriving at work. Workplace cultures need to actively challenge ableism. This means addressing harmful statements and listening to and not assuming what people needs. We need processes that affirmatively assess access to events and programs for employees and the public. We need to assess and then re/construct hiring and professional development programs so that employees with disabilities are treated fairly. What workplace attitudes do you want to see change? To find out more about how Promoting Good can support your team with our DEIB services, connect with us at our website promotinggoodllc.com. #promotinggood #ada #empowerment #education #ableism #inclusion #equity #learn #pause #equitypause #july #disabilitypridemonth #dei #diversity #empower #inclusion #dei #belonging
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PhD Graduate l Communications Assistant at Cardiff University I CIPR and CIM Affiliate Studying Member.
I had the opportunity to attend an insightful webinar co-delivered by Texthelp and Business Disability Forum on "Mastering Inclusive Language for Global Success." The session provided valuable insights (based on real-life examples) into using inclusive language and technology to unlock communication barriers and create a supportive workplace environment for neurodivergent individuals. Two key takeaways resonated with me: 1. The language we use should resonate with and empower people with disabilities. It's crucial to avoid words or phrases that alienate, reinforce negative stereotypes, or create negative imagery of disability. 2. Don't let fear hinder you from using inclusive language. With the right mindset and resources, we can all learn to communicate more inclusively. Creating a neuro-inclusive workplace is not just the right thing to do – it also unlocks a wealth of talents and perspectives that drive innovation and success. I'm grateful for this learning opportunity and look forward to putting these insights into practice. #continuousprofessionaldevelopment #inclusivity #inclusivelanguage #inclusivecommunication
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With neurodiversity becoming a more prominent focus of diversity strategies and litigation, it may be time for employers to think differently about people who think differently. #lewissilkin #neurodiversity #DE&I #Diversity #inclusion
Neurodiversity, employment policies and employment claims: what’s the latest?
lewissilkin.com
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We’re proud to be supporting Neurodiversity Celebration Week 2024! 🌟 Neurodiversity Celebration Week is a worldwide initiative that challenges stereotypes and misconceptions about neurological differences. Together let’s change the narrative to understand, accept, and celebrate neurodiversity! Benefits of Neuroinclusion: Enhanced Creativity: Neurodivergent individuals often bring unique perspectives and creative problem-solving skills. Improved Collaboration: A neuroinclusive workplace fosters collaboration by valuing diverse ways of thinking. Talent Pool Expansion: By tapping into neurodiverse talent, organisations can access a broader range of skills. Do you: ▪ Encourage conversations about neurodiversity, making it safe for employees to share their experiences? ▪ Consider neurodiversity in recruitment, career progression, and talent development? ▪ Enable everyone to thrive by accommodating different work styles? ▪ Ensure everyone’s perspectives are heard and valued? #NeurodiversityCelebrationWeek #NeurodiversityWeek #NCW #ThisIsND HRi is a Disability Confident Employer. If your organisation would like to discuss how to introduce, or enhance your offering within the Equality, Diversity and Inclusion arena (including becoming a Disability Confident Employer) please contact our HR Consultants Emma Williams Fran Boast Karen Dowse MCIPD Liz Johnston. Tel: 01438742056. Email: info@hrinitiatives.co.uk Nishma Patel Julie Daburn Nicky Sheppard Jackie McTait
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