Blogs & Insights
Sensory Safety: A Must Of Neurodiversity Inclusion In The Workplace
Creating a more sensory-friendly environment for employees is an important aspect of inclusion. It is also likely to lead to increased job satisfaction, better employee health and well-being, productivity, and retention.
10 Unfortunate and Unfair Reasons Autistic People Have Been Fired
If you’re a neurotypical employer who employs or wants to employ neurodivergent talent, pay close attention to each point, and try to view these situations from our perspective.
Supporting Mental Health At Work: Not Only For Neurodivergent Populations
Individual distress and work productivity losses can be significantly reduced by improving workers’ recognition of their need for help, addressing others’ attitudes, and eliminating structural barriers to help, support, and inclusion.
What Is ‘Masking’, and Why Do Your Autistic Employees Do It?
‘Masking’, also called ‘camouflaging’ is a common practice for autistic people in any setting where we feel we may be singled out, mistreated, bullied, or abused. And, since we live in a neurotypical world not designed for us, feeling at least a bit unsafe is a part of our daily experience–hence the masking.
CHRO Insights Series Report: Neurodiversity
One Mind At Work December 2022 report features key learnings and best practices from leading employer and subject-matter experts on the topic of neurodiversity in the workplace. Alongside research on leading publications on the topic, experts were surveyed to create...
Outdated Autistic Terminology Companies Should Avoid Using (And What to Use Instead)
Knowing which terms to use (and which ones to avoid) can help you avoid offending your new hires while also improving their feelings of psychological safety–an essential in neurodivergent employee retention.
The Importance of Firm Deadlines for Autistic and ADHD Employees
Some corporate industries are highly structured, and all employees know exactly what’s expected of them at all times. Communication is clear and concise, deadlines are firm, and there’s not a lot of wiggle room for out-of-the-box thinking. While neurotypical employees...
Facts and feelings: Alternatives to non-violent communication and I-statements in diverse workplaces
Recently, I encountered a couple of situations in which organizations – in the name of empathy and inclusion – required that all employees use feelings-focused communication, variations of non-violent communication (NVC) and I-statements. This had unintended negative...
Your Autistic Employees May Have Fluctuating Energy and Ability
Regardless of neurotype, every person has their good days and bad. Looming work deadlines, personal relationship struggles, financial concerns, and physical health issues can all take their toll on a person’s ability and energy in the workplace. However, when it comes...
Workplace Politics and Inclusive Organizations: Thinking Like an Autistic.
Workplace politics is one of the most stressful aspects of employment for autistic and many other neurodivergent workers. Highly political work environments contribute to bullying of autistic people, autistic burnout, job loss, the overall high levels of unemployment....