In recent years, employers have redesigned their benefit offerings to consider their employees holistically. Programs on financial readiness and mental health in the workplace have been added to traditional benefits packages that include health care and insurance, retirement contributions, and vacation days. As employers grapple with attracting and retaining top talent, these expanded benefit offerings have become a necessity rather than a differentiator.
But employees aren’t satisfied with more holistic benefits. Top talent increasingly seeks employers who value their skills and who they are. Employees highly value a positive workplace culture, especially one that encourages productivity and innovation. Employers will struggle to find top talent unless their search includes neurodivergent individuals — those who exhibit natural variations (from neurotypical individuals) in thinking processes, behaviors, learning styles, motivations and interpersonal interactions.
This report discusses the importance of neurodiversity in the workplace, with an emphasis on intersectional neurodiversity and its role in DEIB efforts. The report seeks to contribute to the conversation on inclusive workplace culture by:
- Providing a brief history of the neurodiversity movement and its relevance to current and future workplace policies and programs
- Describing the concept of intersectional neurodiversity and why it matters in the workplace
- Illuminating strategies for creating neuroinclusive cultures in the workplace