Organizations designed to support neurodivergent and disabled employees demonstrate how work can “fit” people — not the other way. #DisabilityPride
Gianfranco Peña
1mo
We’re continuously realizing on a global level that thinking outside the box is no longer just a glorified cliché; it’s actually a very tangible process, as evidenced by such gratifying results. Unfortunately, this concept still doesn't resonate with the more traditional and rigid mindsets that are part of the modus operandi of many top executives. I’ve always believed that change in any company should flow from the top down, from the board of directors to the last employee, and not the other way around.
Absolutely, balancing employee autonomy, engagement, and well-being with efficiency and productivity is possible even during economic uncertainty. Research shows that accommodating the unique needs of neurodivergent and disabled workers offers valuable insights. Comprehensive flexibility—beyond just location and hours—includes customizing tasks and work methods. This human-centered approach enhances engagement and performance across the board. Did you know that organizations with high employee engagement are 21% more profitable? By designing work around people’s strengths and values, companies can build resilient, inclusive, and productive workplaces. #EmployeeEngagement #InclusiveWorkplace #HumanCenteredDesign
Allinop
1mo
Reconciling productivity with employee well-being is a sign of quality management. Great article!
Georgia Magno
1mo
Cultivating an ethically conscious workplace culture is key! I want to take a moment to celebrate @Baker Hughes as an example of this, as our team has just been named by Disability:IN as a Best Place to Work for Disability Inclusion for the third consecutive year! #Inclusion #WeAreBakerHughes
Experienced ERP Leader | Driving Global Transformation through Technology
1moAddressing the needs of individuals requires we remove stigmas for atypical l people. If someone is neurodivergent and masks extremely well, they may just appear to be a slow or sloppy worker to an untrained eye. Being able to make full use of corporate initiatives to accommodate workers requires the managers to know about each individual's needs. But those individuals won't share if they do not feel safe doing so. I've worked for some people I would not feel comfortable sharing my medical history with - and I'm pretty open about it in general! I always feel dubious about corporate initiatives like these when they do not directly impact hiring and promotions.