Hello Dear Friends,

I hope you're well.

Today, in this edition of the newsletter, I will be using it share insights with you about supporting neurodiversity at work. I'll be sharing with you the most recent and articles which I believe highlight the opportunities for workplaces to be more inclusive to neurodiverse people.

So today, I'm going to be sharing with you my insights and a round-up of 4 recent insights on neurodiversity at work. See the list noted below:

1 There is limited support for Neurodivergent Adults

A lot of the support available for supporting neurodiversity tends to be focussed on children and young people and whilst in the education system. There is a clear gap after then, which is why there is a greater need for employers to have the knowledge of how to support disclosed or undisclosed neurodiverse employees in the workplace.

Something I believe should be highlighted is below in terms of the under-diagnosis of Black and Ethnic Minority people:

"ADHD and autism are under diagnosed in women and Black and ethnic minority people, and many services only work with children. There is limited support for many neurodivergent adults both pre and post diagnosis."

You can read the Full Article: HERE

2 Educate your workforce about Neurodiversity

There is clear knowledge gap in society, and in workplaces globally which is improving by more education, knowledge being shared about what neurodiversity is and isn't. There is still a long way to go with stigma and a lack of understanding and empathy providing unfavourable workplace experiences. The tide is changing with the work that I and many others in field are doing.

This article reminds us the "Diversity, Equity and Inclusion" should also support neurodiverse employees in the workplace.

You can read the Full Article: HERE

3 Neurodiversity is a Spectrum and is invisible

I have said when talking about neurodiversity that is a spectrum, which means there is in variance symptoms, experience and support needs. To create an inclusive workplace for neurodiverse people we need to create spaces for difference in the work, to create more understanding and to see the opportunity that different talents and skills bring to the workforce.

You can read the Full insights of Deloitte's Report, A Rising Tide lifts All Boats: HERE

4 Neurodiversity is a life-long condition

I have also said that neurodiversity is a life-long and sustained condition and as such reasonable adjustments or workplace support should be provided to support building a more inclusive working environment for all. The article focuses on looking at neurodiversity in the financial services sector in the UK.

You can read the Full article: HERE

If you would like to discuss any of the issues highlighted in this email, please hit reply to this email with the words "Neurodiversity in the workplace".

I hope these insights help your organisation help you to develop your DEI policies further and to support your recruitment and retention of neurodiverse employees in your workplace.

Warm Regards,

Ekua 💛