Toronto Workforce Innovation Group (TWIG)’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

Navigating neurodiversity and social mobility in the workplace How can employers best support neurodivergent employees and those with lower socioeconomic backgrounds? Read more here: https://lnkd.in/d8HvbHHK

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

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

In case you didn't know, October is National Disability Employment Awareness month. As someone who proudly identifies as Neurodivergent (colloquially 🌶Neurospicy🌶 😉), I haven't been seeing a lot on my feed about it, so I wanted to change that. Bringing back an oldie, but a goodie that was posted earlier this year, below is a quick read article (5 mins or less) on supporting your neurodiverse workforce. Our brains might work a little differently than yours, but that is what makes it beautiful! #Brightmine #NationalDisabilityEmploymentAwarenessMonth #Neurodiversity #HumanResources

These are both very topical issues for employers to grapple with and it was interesting to write about how they compare and differ. If you are thinking about your organisation’s approach to neurodiversity inclusion and social mobility do get in touch and we would be happy to help #socialmobility #neurodiversity #birketts #employmentlaw

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

How can employers best support neurodivergent employees and those with lower socioeconomic backgrounds? Sarah Bull, Charlotte Sloan, Josephine Branson and Elizabeth Stevens explore in an article published by People Management magazine. Read the article here: https://lnkd.in/eaRvhkxS... #Neurodiversity #SocialMobility #EmploymentLaw #LegalInsight

In today's competitive job market, top talent is often attracted to companies that share their values. Many job seekers prioritise diversity and inclusion when considering potential employers. By demonstrating a commitment to these values, businesses can differentiate themselves from competitors and attract the best talent. Read more about embracing disability in the workplace: https://lnkd.in/dDXUcAuH #ICAN #DisabilityInclusion #InsightbyAdcorp #ConnectingHumanPotential

“Our autistic employees achieve, on average, 48% to 140% more work than their typical colleagues, depending on the roles.” “72% of HR professionals who responded don’t consider neurodiversity part of their DE&I policy, and 17% didn’t even know what “neurodiversity” means. “ “At the employee level, Deloitte Australia research has shown that inclusive teams outperform their peers by 80% in team-based assessments.” “While these candidates are often skilled, educated, and motivated, they are dramatically underrepresented in the workplace. The estimated rate of unemployment for autistic adults is 85%, and with 50,000 autistic adults entering the US job market every year, this is a huge potential pool of potential employees. “ “It’s also the right thing to do.“ 🗣️📢🙌🏼 HiBob you really hit the mark with this one 🎯 #hrcommunity #peopleoperations #neurodiversity #inclusion #AuDHD