Around 15 per cent of the population identify as neurodivergent, yet many don’t feel safe enough to disclose their neurodivergence to their employer. An expert offers practical tips to help employers consider neuro-inclusion at every stage of the employee lifecycle.
If we were to add up the amount of neurodivergent people in the world, it would amount to almost the size of India’s population, says Aron Mercer, founding team member at Xceptional, a social enterprise that creates meaningful careers for neurodivergent individuals. This means that within most organisations, there is likely a portion of employees who identify as neurodivergent, even if they’ve not disclosed this information.
In AHRI’s latest podcast episode, host Beth Hall CPHR, General Manager of HR Standards and Capability at AHRI, speaks with Mercer about how to create safe, neuro-inclusive cultures.
In this episode, you will learn:
- How to combat the fear of getting it wrong with supporting neurodivergent employees.
- Practical ways that HR practitioners can factor neuro-inclusion into the employee lifecycle.
- How to avoid tokenistic initiatives and instead have a meaningful, positive impact on employees’ experience at work.