Best Practices for Neurodiversity Inclusion

I expected the Human Leaders podcast with Alexis Zahner and Sally Clarke to be a wonderful professional experience. But I did not expect the extra, extra, extra creativity! How fun is this infographic summarizing the principles of The Canary Code? - Participation: including employees in the work design process is a starting point of true incusion. It supports neurodivergent employees and everyone else! - Flexibility: removing arbitrary time, place and work-style barriers can help employees thrive! - Transparency: is necessary to support both inclusion and productivity. It also supports organizational justice and psychological safety. - Organizational Justice: a must for ensuring fairness in processes and systems. - Outcomes Focus: to support both incusion and productivity, do not evaluate people on style or appearance; focus on outcomes.   - Valid measurement: hire and promote using valid instruments based on job analysis. Human Resources systems that support the most marginalized truly benefit everyone. Inclusion is not controversial. Inclusive systems make organizational stronger and humans happier. Find the link to the full podcast in the comments! #HumanResources #inclusion #neurodiversity #productivity #PsychologicalSafety #flexibility

One way to practice Neuroinclusive Culture is to give people time to generate questions, perspectives and feedback rather than only inviting this on the spot. Assume that there are questions and people are processing the information. Replace: "If you have any questions, just ask" with wording like: "Email me with whatever questions come up for you in the next few days." "Your perspective matters to me, what are your thoughts?" "What am I not seeing/ What am I missing?" Many neurodivergent people ask a lot of questions and are responded to with reprimand that we're challenging authority or exasperation that we're a burden. We are keenly aware of these assumptions made about us, so when you use genuinely inviting lauguage that explicitly lets us know our questions are welcome, it makes a world of difference in creating the conditions for accessibility, belonging, and contribution.

What if one simple change could help your neurodivergent employees thrive instead of burn out? In my latest More Than ADHD™ podcast episode, I sat down with Nancy Mungai, Founder and Advocate of INVA (Inclusive Neurodivergent Virtual Assistants), to talk about something more workplaces need to consider: virtual assistance as a tool for inclusion. Many employees with ADHD are carrying an invisible backpack — full of missed deadlines, forgotten tasks, and regret — even while doing their best to succeed. As business leaders, HR professionals, and DEI advocates, we often focus on policies and programs. But sometimes, real inclusion looks like practical, daily support that helps people manage the invisible load they carry. In this episode, we discuss: 1. How virtual assistants can help neurodivergent employees stay organized, accountable, and focused 2. Why structure can actually liberate creativity and performance 3. The importance of shame-free environments where asking for support is not seen as weakness 4. How delegation can unlock an employee’s real potential If we want to retain and empower neurodivergent talent, we must rethink how we structure support. I invite you to listen to the full episode and consider how these strategies could fit into your employee support programs: 🎧 https://lnkd.in/ecAiEPCT Check out INVA here:  https://lnkd.in/eZWFs6f5 Small changes lead to transformative impact. Let’s build workplaces where everyone has a fair shot at success. Are you ready to join the Inclusion Revolution? #Neurodiversity #DEI #HRLeadership #ADHDAwareness #WorkplaceInclusion #MoreThanADHD #InclusionRevolution