At Insync Workplace Solutions, our mission is to educate, empower and enable individuals and organisations across the globe to build high performing, inclusive, physically and psychologically safe workplaces. Where everyone can bring their whole authentic self to work, feel valued, have a sense of belonging and go home safe and well each day.
In our work, we often hear and see organisations promote themselves as being 'diverse' and having excellent diversity and inclusion policies in place. Still, often they don't go as far as to include or even recognise the presence of neurodiversity in the workplace.
A key element in building a genuinely inclusive workplace is ensuring that your policies, procedures and processes starting with the recruitment process, is inclusive to all employees and considers both neurotypical and neurodivergent workers.
"Did you know that an autistic professional is up to 140% more productive than an average employee when properly matched to a job that fits their skills? Yet, discrimination against neurodivergent people continues. That's because most of the "common" workplace practices at the workplace are established for neurotypicality.
While the onus to change this lies with the organisations, the author of this article, https://hbr.org/2021/12/autism-doesnt-hold-people-back-at-work-discrimination-does, offers a few strategies to help neurodivergent employees take control of their success at work.
First, know that your disclosure is your decision. When you own who you are, you may end up finding some allies or even inspire others to disclose their disability or identity. That said, don't pressure yourself. Take your time if you're uncomfortable talking about your identity or the environment doesn't feel conducive.
Define what career success looks like for you. Your career path depends on your goals and priorities. Take the time to understand what you value, why you value it, and how you see those impacting your long-term growth.
Job crafting may be an effective strategy for a sustainable work-life for undiagnosed or undisclosed autistics. Job crafting refers to changing some aspects of your tasks, mindset, and relationships to align with your strengths.
Explore your purpose at work. For instance, joining Employee Resource Groups (ERGs) and committees focused on bringing people of specific identities or life circumstances together (e.g., culture, disability, caregiving) can help you share your ideas with like-minded and supportive colleagues.
Finally, know that not all office politics are bad. While there may be toxic colleagues or situations pulling you down, you can learn to be your own ally"
All credit for this blog goes to the article published in HBR on 13.12.201. Autism Doesn't Hold People Back at Work. Discrimination Does. (hbr.org) author, Ludmila N. Praslova, Ph.D., SHRM-SCP. Ludmila uses her extensive experience with global, cultural, demographic, and ability diversity to help create inclusive and equitable workplaces. She is a Professor and Director of Graduate Programs in Industrial-Organisational Psychology at the Vanguard University of Southern California.