One of the barriers to neuroinclusion and overall well-being at work is toxic, cutthroat organizational environments. Yet, despite research evidence that positive cultures are more productive than cutthroat ones, many organizations continue to create systems that pit employees against each other. Why is this?

If you’re currently working with (or plan to work with) autistic and other neurodivergent people, it’s important to know how to be a good ally. Here are some tips to help you do just that.

While diversity initiatives in organizations may signal a commitment to creating inclusive workplaces, disability and neurodiversity are rarely considered in these initiatives, and the underlying problem of benevolent ableism often goes unnoticed.

More corporations are realizing the benefit of the passionate, innovative, and out-of-the-box thinking style that comes with the autistic mind, and they’re ready to employ different thinking.

Being aware that autistic people think and communicate differently and accommodating those differences are helpful first steps, but to build genuine rapport, where neurotypical and autistic employees have a good understanding of each other’s feelings, ideas, and communication style, actions are important, and consistency is key. Here is a brief rundown of the most common ways you can build rapport with your autistic employees.

These days, more employers are using pre-employment personality tests to screen potential hires, and that can be an added hardship for autistic candidates. If your company is using them, ask yourself why. Does the position really require it, or are you just hesitant about working with different brain types?

No matter your neurotype, meetings can be a hassle, but your autistic employees may find them downright distressing due to the way they’re currently structured. The good news is, you can make your meetings more accessible – here is a list of 10 tips.

“Well, they never looked autistic, and now all of a sudden, they are autistic! I don’t get it.” Nevertheless, adult diagnosis of developmental differences is recognized and well-documented.

By embracing Autism as a culture and practicing cultural humility, leaders and allies can foster a more supportive and inclusive work environments, where a wide range of human differences is respected and appreciated. An attitude of humility can help create truly equitable and productive relationships.