Michelle Shaw’s Post

As society becomes more aware of neurodiversity, we're starting to see more and more organizations become interested and committed to neuroinclusion (that is, a plan that welcomes and accommodates neurodiversity) in the workplace. This article takes a look at some of the latest workplace efforts and themes in neuroinclusion. https://lnkd.in/eCtAThcH What do you think about these strategies? #neurodiversity #neuroinclusion #mentalhealth #neurodiverse #mentalhealthmatters #workplace #tennessee #therapist

Missing work due to lack of support shouldn't be the reality for neurodiverse individuals! 💼 Employers can foster inclusivity, provide tailored support, and promote neurodiversity awareness. Let's create workplaces where everyone feels valued! ✨🧠 #Neurodiversity #WorkplaceSupport #DyslexiaAwareness

Companies being more inclusive of neurodivergent members of their teams is a great workplace trend to see forecast for 2024. Whether this change is seen by staff members feeling more comfortable disclosing their neurodivergent status at work, or by your organisation setting up a new resource group for neurodivergent members, inclusivity is on the rise. Read more about how your company can join the progress. https://lnkd.in/ekKndrY8 #neurodiversity #neurodivergent #resourcegroups #2024workplacetrends

Thought for the day: a holistic approach to #neurodiversityinclusion ! A March 2023 piece of research focused on organisations in the US and UK found that 51% of neurodivergent employees are thinking about quitting or have left their job because they do not feel their employer is doing enough to support their needs. This number is even higher, 55%, for workers in the critical 25-34 age bracket: https://lnkd.in/ewD44YSy ⚠ While making your hiring process more inclusive is of course very important, if you're only focused on that part of the process you risk recruiting more neurodivergent talent only to let them down once they begin work. ⚠ We know that disclosure remains limited, for a number of reasons - common estimates are that only 4% of people with 'hidden disabilities' choose this path currently. If your approach is only to provide accommodations to those who specifically request them, this is likely omitting a significant proportion of your affected workplace. And that's not even considering the people who may not (yet) know they are neurodivergent. ⚠ Nor is this a tiny minority. The baseline estimate of prevalence for at least one neurodivergent condition in the UK is between 15-20% of the population. In legal services, we believe it may well be a higher proportion than that. ⚠ Intersectional benefits. Many of the inclusive practices that work for neurodivergent talent also benefit other historically marginalised groups. In a competitive and nuanced market for talent, neurodivergent talent retention *is* talent retention! What does a neuro-inclusive working environment that truly supports the retention and advancement of neurodivergent talent look like? In brief: 1️⃣ Place: neuro-inclusive office layout, equipment and provision of assistive technology 2️⃣ Processes: a well-communicated and comprehensive adjustments programme; a commitment to flexible working; and closely examining performance management and career progression frameworks to ensure these are fully neuro-inclusive 3️⃣ People: training and awareness on neurodiversity, especially for managers, and accompanying tools to encourage neuro-inclusive team and communication dynamics; neurodiversity considerations embedded in coaching, mentoring and well-being provision We hope to be releasing a publication soon with more concrete ideas on improving #retention and #careerprogression for #neurodivergent #talentdevelopment in #legalservices. If you want to be part of the developing conversation about how we can all make this better across our industry, join us!

The Legal Neurodiversity Network is advocating for a holistic approach to neurodiversity inclusion. I believe organizations can become a lot more neuroinclusive not only by taking what's said in the piece to heart, but also by redoing the entire process for everyone in a way that has zero known costs. The steps are: 1. A more holistic approach to hiring that considers all of a person's abilities, rather than just giving someone a low-level position because they are neurodivergent. The fish are starting to stink! (IYKYK) 2. Mentoring from day 1, with senior employees being matched with new hires. This gives the new people a chance to learn about the job, the company, who's who in the workplace, and eventually... 3. ...Find out about new opportunities or possible promotions, or perhaps training for a different role. It's a win/win for organizations and new hires since it shows that the company respects everyone, values their skills and the roles they do, and will likely lead the employee to either stay at the firm, or if they leave, do so without a bitter taste in their mouth. #changethenarrative #neuroinclusion #neuroinclusiveemployment #employment #holistic

EXCITING ANNOUNCEMENT!!! 📢 Nearly a year and a half ago, Jessica Lee from NeuroTalent Works and I got together with Brent Orrell from the American Enterprise Institute to conduct research on the opportunities and challenges of closing #neurodivergent #employment gaps and building #neurodiverse workplaces. As we close out #AutismAwarenessMonth, I am so excited to share that the report outlining our findings is finally here! This report is divided into five parts: 1) An overview of #neurodiversity and a brief history of the #neurodiversityatwork movement. 2) The opportunities and challenges of creating a neuro-inclusive workplace. 3) Guidance to employers for advancing neurodiversity in their organizations. 4) An overview of the policies and government programs in place to support neurodivergent workers; coupled with critical recommendations for #policymakers. 5) Looking ahead to what's next in the neurodiversity-at-work movement. Our hope is that this report sparks a series of discussions nationwide about what we can do to close neurodivergent employment gaps and create more inclusive workplaces. We welcome and appreciate your efforts to read the report and, more importantly, to use the learnings from the paper to bring positive change to your workplaces and communities. Thank you, and we look forward to hearing your feedback. Big shoutouts to Alyssa D. and Monica Mitrani for your help and support through this research effort. This report wouldn't be what it is without you. #futureofwork #neurodiversityinclusion #Autism #ADHD #dyslexia #traumaticbraininjury #learningdisabilities #inclusion #DEI #diversityequityandinclusion #workforcedevelopment #workforce

As awareness of neurodiversity is increasing, there is also a growing understanding of the benefits neurodivergent individuals can bring to their teams and in the workplace according to our new blog. However, a staggering 72% of UK employers do not include neurodiversity in their diversity policies. Beyond this, there are still barriers to address for neurodivergent individuals such as stigma, discrimination and a lack of support which highlights the importance of fostering a neuro-inclusive workplace. In this article, we explain what neurodiversity in the workplace is and what organisations can do to support and create a neuro-inclusive workplace culture. Read the full article: https://bit.ly/4c6KEll #diversityandinclusion #neurodiversity #neuroinclusion #inclusiveworkplace #inclusionmatters

Neurodiversity: A Workplace Superpower! 🚀 Let's redefine what it means to be successful in the workplace. Neurodiversity isn't just a buzzword; it's a catalyst for innovation and growth. 💡 People with diverse neurological conditions offer a wealth of unique perspectives, problem-solving approaches, and creative thinking that can propel organisations forward. From individuals with ADHD bringing boundless energy and creativity to those with autism offering exceptional attention to detail and analytical skills, the potential is immense - with the right culture in the workplace. When we create inclusive environments that value different ways of thinking, we tap into a powerful resource. As job seekers, wouldn't it be great to confidently showcase your neurodiverse strengths and advocate for workplaces that celebrate individuality. It's time to challenge outdated stereotypes and misconceptions. By highlighting our abilities and passions, we can inspire others to embrace neurodiversity as a competitive advantage. Together, we can build a future where everyone feels valued, supported, and empowered to reach their full potential. Let's create workplaces that truly reflect the diversity of the world around us. 🌟 #neurodiversity #inclusion #diversityandinclusion #workplaceculture #jobsearch #accessibility #mentalhealth #neurodiversityatwork

It’s #neurodiversitycelebrationweek, which provides an excellent opportunity to celebrate the impact neurodiverse individuals have in the workplace. This article from Forbes explores the benefits of neurodiversity in the workplace—such as increased productivity and loyalty—and gives actionable ways to embrace neurodiversity in your own workplace. How does your organization support and empower neurodiverse individuals? https://lnkd.in/gupq5942  

I am very lucky to work in an environment where neurodiversity is supported and celebrated. This hasn't been my experience in previous jobs. We also work with a lot of businesses and organisations to train them in creating workplaces which are not only neuro-friendly, but neuroinclusive. Often, employers aren't sure where to start. Creating an environment where employees feel psychologically safe, i.e. able to bring their true selves to work, is the first thing to get right. This means fostering a company-wide culture of neuroinclusivity. Here are some tips to get you started 👇 #AutismUnlimited #Neurodiversity #Neuroinclusion #NeurodiversityInTheWorkplace