Summit Montreal’s Post

It's a three-peat. @Allison Dunfield's article follows Brennan Doherty's and Déjà Leonard's for the third article about #NeurodiversityatWork in The Globe and Mail in less than seven days. This one begins with the story of Lauren D Martin and features insights from Sonja Volpe of BNP Paribas, Anne Kresta (she/her) of Level It Up and Tammy Morris of EY. Now is the time. Let's seize this momentum and advance the #NeuroInclusionRevolution by building #NeuroInclusive workplaces. That's good for #Neurodivergent individuals and good for everyone. #Neurodiversity #InclusionRevolution #IDEA #InclusiveLeadership #AutisticTalent #NeurodivergentTalent #Inclusion #Accessibility #UniversalDesign #NeurodiversityInSTEM #NeurodiversityInTechnology #NeurodiversityInFinance Alt Text: Tammy Morris, leader of EY Canada’s Neurodiversity Centres of Excellence, standing in an open office setting as image for Globe and Mail article entitled "Why some companies are actively recruiting an 'untapped market' of neurodiverse workers

🧠Neurodiversity in the workplace: progress or mere tokenism? 💼 Jonathan Lord's recent article on supporting young neurodivergent employees paints a rosy picture of progress in workplace inclusivity. Yet, we must ask ourselves: Are we truly moving forward, or merely ticking boxes to appear inclusive? Despite legal protections, neurodivergent individuals still face significant hurdles. High rates of job loss and discrimination prove that laws alone aren't enough. We need a cultural shift! It's easy to tout success stories like EY's Neurodiverse Centers, but are these exceptions or the norm? Many companies still fail to provide genuine support, turning accommodations into a checklist rather than a commitment. Disclosure of neurodivergence is a double-edged sword. While transparency is crucial, the fear of stigmatization and retaliation looms large. Are we creating safe spaces or just expecting the vulnerable to take all the risks? Accommodating neurodivergent employees benefits everyone, but it's more than just adjustments. It's about transforming workplace culture to embrace flexibility and inclusion at its core. 🗣️ Are companies genuinely committed to neurodiversity, or are they just riding the wave of a trendy cause? Share your thoughts and experiences. #Neurodiversity #Inclusion #WorkplaceCulture

Good Morning, TO! If you're a neurodiverse or disabled job seeker, you know how tough it has been historically to break into the labour market. DYK that companies are actively recruiting neurodiverse workers to tap into an untapped market of unique skills and perspectives, now more than ever 💪? 🌟 Employers like EY Canada and BNP Paribas are creating inclusive programs to attract and retain neurodiverse talent, recognizing the value they bring 💫 Discover how this shift is opening new opportunities, the competitive advantages hiring neurodiverse workers brings & how employers can take action to become more inclusive workplaces ! 🧠✨ Read more 👉 https://ow.ly/izA850SBAUq #Neurodiversity #InclusiveWorkplaces #TorontoJobs

As a mother of a beautiful child with autism, I stand with pride as companies like EY champion neurodiversity in the workplace. Gone are the days when neurodivergence was a label for exclusion; today, it's a badge of cognitive diversity. EY's commitment to creating inclusive environments where differences aren't just tolerated, but celebrated and harnessed for collective growth, resonates deeply with me. My child's future shines brighter knowing that the workplace is evolving to embrace and empower individuals like them. With programs that support neurodivergent talent in every role, not just tech, and pathways for career development, EY is not just changing the narrative; they're rewriting the rulebook. EY understands something crucial—that neurodivergence is not a deficiency, it's a different approach to thinking. This change in perspective is essential for building a world where my child, and many others, can not only succeed but thrive. The shift towards neuro-acceptance gives me hope that when my child becomes part of the workforce, they will find a culture of understanding and support waiting for them. By recognizing the unique challenges and strengths of neurodivergent individuals and their families, EY is setting a powerful example. They are showing that with the right strategies and support, every person can contribute their unique strengths to create a more dynamic, innovative, and compassionate workplace. To all the companies following EY's lead, I extend my heartfelt gratitude. You are building a future that embraces all aspects of human diversity and, in doing so, you are empowering people like my child to reach for the stars. #Neurodiversity #Inclusion #EY #AutismAwareness #FutureOfWork #ProudMom

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!

As a mother of a beautiful child with autism, I stand with pride as companies like EY champion neurodiversity in the workplace. Gone are the days when neurodivergence was a label for exclusion; today, it's a badge of cognitive diversity. EY's commitment to creating inclusive environments where differences aren't just tolerated, but celebrated and harnessed for collective growth, resonates deeply with me. My child's future shines brighter knowing that the workplace is evolving to embrace and empower individuals like them. With programs that support neurodivergent talent in every role, not just tech, and pathways for career development, EY is not just changing the narrative; they're rewriting the rulebook. EY understands something crucial—that neurodivergence is not a deficiency, it's a different approach to thinking. This change in perspective is essential for building a world where my child, and many others, can not only succeed but thrive. The shift towards neuro-acceptance gives me hope that when my child becomes part of the workforce, they will find a culture of understanding and support waiting for them. By recognizing the unique challenges and strengths of neurodivergent individuals and their families, EY is setting a powerful example. They are showing that with the right strategies and support, every person can contribute their unique strengths to create a more dynamic, innovative, and compassionate workplace. To all the companies following EY's lead, I extend my heartfelt gratitude. You are building a future that embraces all aspects of human diversity and, in doing so, you are empowering people like my child to reach for the stars. #Neurodiversity #Inclusion #EY #AutismAwareness #FutureOfWork #ProudMom

As a mother of a beautiful child with autism, I stand with pride as companies like EY champion neurodiversity in the workplace. Gone are the days when neurodivergence was a label for exclusion; today, it's a badge of cognitive diversity. EY's commitment to creating inclusive environments where differences aren't just tolerated, but celebrated and harnessed for collective growth, resonates deeply with me. My child's future shines brighter knowing that the workplace is evolving to embrace and empower individuals like them. With programs that support neurodivergent talent in every role, not just tech, and pathways for career development, EY is not just changing the narrative; they're rewriting the rulebook. EY understands something crucial—that neurodivergence is not a deficiency, it's a different approach to thinking. This change in perspective is essential for building a world where my child, and many others, can not only succeed but thrive. The shift towards neuro-acceptance gives me hope that when my child becomes part of the workforce, they will find a culture of understanding and support waiting for them. By recognizing the unique challenges and strengths of neurodivergent individuals and their families, EY is setting a powerful example. They are showing that with the right strategies and support, every person can contribute their unique strengths to create a more dynamic, innovative, and compassionate workplace. To all the companies following EY's lead, I extend my heartfelt gratitude. You are building a future that embraces all aspects of human diversity and, in doing so, you are empowering people like my child to reach for the stars. #Neurodiversity #Inclusion #EY #AutismAwareness #FutureOfWork #ProudMom

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

For more than two decades, I navigated the complexities of the professional world without the support or guidance that many take for granted, facing the unique challenges that accompany being undiagnosed and unaware of my hidden disabilities and authentic tendencies. This journey was fraught with obstacles and marked by unwavering perseverance and profound self-discovery. A pivotal moment in this journey was receiving my Autism and ADHD diagnosis and being honoured with two "Access To Work" awards – one acknowledging my challenges in employment and the other in my own business. This recognition wasn't just a personal milestone but a powerful testament from the government to the importance of supporting neurodivergent individuals in the workforce. My journey to Access To Work was neither easy nor straightforward, but I secured help that I didn't even know existed. It begs the question: if the government is taking significant steps to acknowledge and support neurodiversity, isn't it imperative for us all to follow suit? With the proper support, individuals with neurodivergence are not merely participants in the workplace but innovators and drivers of success. However, the path to a truly inclusive work environment extends beyond government initiatives. It calls for a collective endeavour—a societal shift toward accepting and, actively supporting and embracing neurodiversity. At Mischemix, we're dedicated to transforming workplace narratives towards neurodiversity. Bridging understanding between employers, teams, and customers with a blend of practical, emotional, and strategic support, enhancing inclusion and retention. Empowering individuals to excel in their careers and master their professions in industries not inherently designed for them. By initiating meaningful dialogues with employers to foster a culture of understanding and support, Mischemix is your partner in creating an inclusive work environment. Awareness is the crucial first step, but actionable steps drive real change. The need for more awareness about the available support underscores the need for dialogues like this. We empower individuals and enrich our organisations and communities with diverse talents and perspectives by spreading the word. I invite you to join this essential conversation and would love to hear your stories. Have you or someone you know navigated workplace challenges with neurodiversity? Share your experiences, and let's amplify the conversation together to illuminate these opportunities and ensure that neurodiversity is accepted, fully embraced, and supported within our workforce. 📣 Your voice is essential! Whether you are seeking support or you'd like to offer it. Let’s connect and foster meaningful change together. #DisabilityConfident #AccessToWork #Neurodiversity #InclusiveWorkforce #FutureOfWork #LetsConnect

Addressing issues of Diversity, Equity, and Inclusion (DEI) is crucial for creating a supportive and productive work environment. It's vital for companies to prioritize these issues and actively work towards fostering a culture of inclusivity and equality, particularly given their frequent oversight and occurrence. Microaggressions, often subtle yet impactful, underscore the need for proactive measures. Companies must prioritize DEI initiatives, as these issues persistently undermine the well-being and productivity of their workforce. What specific steps do you think companies should take to address these issues effectively? Please click the link to read a quick one-minute article about Microaggression. Knowledge is power and can prevent you from displaying these behaviors unknowingly. https://lnkd.in/dJpDG6Cv