Neurodiversity and DEI in the Workplace
Diversity, Equity and Inclusion (DEI) practices have been implemented in workplaces for many years now, in an effort to make workplaces harmonious and productive. DEI accounts for the uniqueness and diversity of every individual and ensures that everyone can thrive. As up to 20% of the population is neurodiverse, making accommodations is necessary to create a supportive workplace.
Although DEI, in theory, accounts for neurodiversity, there are specific ways that neurodiversity can be accounted for in Diversity Equity and Inclusion practices. Let’s go over ways you can account for neurodiversity in DEI, as well as learn how Bened Life, the creators of Neuralli MP, is striving for Neuroinclusivity.
What is Diversity, Equity and Inclusion (DEI)?
DEI practices are designed in order to support every individual based on their needs. Here is a brief overview what each letter in DEI stands for:
Diversity refers to the uniqueness of every individual, and celebrating, accepting and respecting people’s differences. Traditionally, this includes embracing racial, gender, age and disability diversity, but now can be expanded to include neurodiversity as well. In the context of DEI, Neurodiversity, therefore, is the celebration of diversity in the unique ways people’s brains work and experience the world.
Equity is the practice of providing accommodations for people based on their needs so they can achieve and succeed. Equity is different from equality in that equality involves providing the same accommodations to everyone, regardless of each person’s individual needs. Traditionally, equity in DEI refers to making accommodations to improve the accessibility of a workplace, for example by installing ramps. Equity for neurodiverse individuals can be implemented in a similar way, which we go into detail later in this article.
Inclusion involves encouraging an inclusive, respectful and accommodating atmosphere or environment so that everyone feels as though they belong. Neuroinclusivity is achieved when accommodations and support are provided in a way that allows neurodiverse people to thrive.
DEI is implemented in order to maintain a standard of respect for someone’s protected characteristics – these are the aspects of a person’s identity which cannot be adapted or changed, including their age, race, gender or disability. Neurodiversity is also considered a protected characteristic, and many DEI efforts account for neurodiverse people – but how exactly is that done?
How Can DEI Be Implemented for Neurodiverse People?
Diversity, equity and inclusion practices for neurodiverse individuals involve making accommodations and creating an atmosphere of respect and celebration of neurodiversity. To implement DEI for neurodiverse people, you can:
Recognise and Celebrate Neurodiversity
Building awareness and acceptance around neurodiversity can be achieved through sharing your story and perspective with neurotypical colleagues or team members. Providing neurotypical people with an opportunity to ask and discuss neurodiversity and mental health can help break stigma and build understanding.
Survey Your Workplace
If you work in HR and want to improve DEI in your workplace. Consider sending out a survey to gain more information about the accommodations and support provided to employees. If your workplace is already openly supportive and accepting, see if any of your neurodiverse colleagues would like to share their opinion for areas of improvement. Make sure your survey is anonymous and optional!
Advocate for Accommodations
Equity involves providing accommodations for people based on their unique needs, so everyone can thrive regardless of their differences. Neurodiverse people can advocate for themselves to receive equitable accommodations such as:
- Using fidget toys, noise canceling headphones or other sensory items at work
- Taking breaks during the day
- Asking for a ‘low-stimulation’ period during the day, where lights can be dimmed, or background music is turned off in the office
- Requesting extended deadlines for projects
Start or Join an ERG
An employee resource group (ERG) is an internal team of colleagues who act as representatives for a specific group in their workplace or industry. ERGs can advocate for needs, provide support and development opportunities for members of their group. Some common examples of ERGs include groups for women, disabled workers and working parents. You can consider starting an ERG to represent and advocate for the neurodiverse people in your workplace, such as a group for Autistic workers or workers with ADHD.
How Bened Life Advocates for Neuroinclusivity
Bened Life is committed to improving the lives and wellbeing of neurodiverse people worldwide. Our priority is creating a neuroinclusive world where everyone is able to flourish. Some ways Bened Life is dedicated to this cause includes:
- Ongoing DEI training for all Bened Life employees
- Our partnership with Kulture City, an organization committed to making a sensory inclusive world
- Having neurodiverse ambassadors representing our brand, including Adrianne and Izzy
- Continuous research and development towards resources and solutions to allow neurodiverse people to thrive, including Neuralli MP, our innovative probiotic
Bened Life’s Chief Science Officer Noelle Patno PhD giving a talk at the SXSW conference.
Diversity, equity and inclusion principles are becoming fundamental practices for many workplaces. Although DEI encompasses neurodiversity, making an extra effort to accommodate neurodiverse individuals goes a long way in supporting their wellbeing. Neuroinclusivity and equity require their own strategies and can improve neurodiverse people’s lives in ways that simply celebrating neurodiversity cannot.
Educate others, Advocate for and Celebrate Neurodiversity!
You May Also Like:
Neuralli MP: Mental Health Support That Doesn’t Need A Diagnosis
Post a Comment!