Learn about Deloitte’s offerings, people, and culture as a global provider of audit, assurance, consulting, financial advisory, risk advisory, tax, and related services. Additionally, communicating in the virtual or hybrid environments could be a challenge to some. Individuals consume and process information differently, so miscommunication is always a risk.
In a neuroinclusive organisation, leaders appreciate and look to leverage the neurodiversity of their teams. Managers lead with neurodiversity in mind, from ensuring clarity of communication, to taking responsibility for understanding each employee’s strengths and challenges and developing with that employee a structured path for career progression. Workplace needs assessments are evaluations designed to identify the resources, accommodations, and adjustments required to support neurodivergent employees in the workplace. There is a primary focus on enhancing performance, satisfaction, and well-being.
Getting the screening and interview process right is necessary but not sufficient. Organizations should also create a culture and workplace where both neurodivergent and neurotypical individuals can thrive. Each neurodivergent person is unique, and it wouldn't be accurate to generalize their cognitive process. John Chambers, Cisco’s former CEO, says, “25% of CEOs are dyslexic, but many don’t want to talk about it.”6 If leaders self-identify as neurodivergent, the rest of the workforce would feel comfortable to come forward too.
Supports more accurate, personalised, and respectful understanding of each person’s experiences. Psychiatrists assess and manage symptoms pharmacologically, supporting stability that enables individuals to engage in therapy, daily activities, and goal-directed life more sustainably. Psychiatrists psychiatry care complements psychological interventions for holistic care. Psychologists and psychiatrists provide distinct but complementary expertise, and their collaboration can greatly enhance care for individuals with ADHD, autism, or AuDHD.
Although each condition comes with common traits, most neurodivergent conditions have a spectrum, meaning that the way a person experiences them, and the impact they have, will vary. The age that someone was diagnosed, and the support they have received to manage their condition will also have an impact on the individual. Why It’s Important – This course provides foundational knowledge essential for understanding neurodiversity and implementing effective inclusion strategies in the workplace. As the Content Program Manager at Great Place To Work, Claire helps decode the psychology behind high-trust workplaces using Great Place To Work's extensive data repository on employee experience.
Read on to learn about the common barriers neurodiverse employees often face and discover actionable strategies you can implement in your organization to foster a truly inclusive workplace. We all understand by now that diversity at work improves business performance, and neurodiversity in the workplace is no different. While some neurodivergent traits, like difficulty with organization or sensory issues, pose challenges in traditional work settings, neurodivergent people have unique strengths that offer myriad benefits to employers. Treatment for mental ill health, insomnia and stress-related illness must be reviewed in terms of the reactive nature of distress in the context of continual sensory overload and/or exclusion.
This book is aimed at neurodivergent women who struggle with sensory processing sensitivity (SPS). SPS is common in women who are autistic, have ADHD, have sensory processing disorder, or are highly sensitive. The book is part social history, part memoir, and part autism advocacy and is a great read if you’re interested in the roots of Singer’s groundbreaking idea. She describes how the term neurodiversity became “the rallying cry of the first new civil rights movement to take off in the 21st century” (Silberman, 2013, para. 6).
The assessment typically takes between 1.5 and 2.5 hours and includes input from the employee's line manager or HR representative to gain a wider understanding of their role and working environment. We assess your workplace culture and communication patterns to identify how well they support diverse neurological processing styles. Companies with inclusive practices see 2.3x higher cash flow per employee and improved innovation through diverse thinking approaches. Neurodiverse employees who feel supported are 67% more likely to stay long-term and contribute their unique perspectives and skills. For neurodiverse individuals, certain communication styles and vague, jargon-fuelled language may cause confusion and hinder performance.
Susan is a senior manager with Deloitte Services, LP, and is the Research & Eminence Director for Deloitte’s Chief Executive Program. Susan has more than twenty years of marketing research, relationship management, and education and training experience and deep experience analyzing and synthesizing data from multiple sources to provide insights and actionable recommendations. She also has a proven ability to gather, understand, and satisfy customer needs and cultivate ongoing relationships.
Our evidence based approach and consistent results have made us leaders in our industry. Whether you are an individual, or organisation of any size, we can provide specialist Occupational Health Services support. If a disabled employee is put at a substantial disadvantage by a physical feature, lack of auxiliary aid, or a provision, criterion or practice of the employer there is also a positive duty on the employer to make reasonable adjustments. This includes neurodivergent workers if their condition meets the definition of a disability under the Equality Act 2010. This option suits people who want or need formal confirmation of a diagnosis, but don’t require the depth of a comprehensive report.
A common theme in discrimination for neurominorities is to be told to ‘try harder’ or ‘yes, but we all feel like that sometimes’, leading to self-doubt and increased exposure to harm. Validation of the biological nature of distress from clinicians can be liberating, but it does not follow that alleviating distress must always result from individual treatment. In this context, care must be taken to alleviate acute symptoms, but encourage long-term adaptation of the individual’s environment, developing self-awareness and agency over home situations and work. Psychosocial support referral should accompany pharmacological treatment; a multi-disciplinary approach is recommended. Since the early 21st century, most nations have adopted disability legislation congruent with the United Nations Statute59 on the rights of Persons with Disabilities.