Workplace inclusion: Building the case for neurodiversity, and creating inclusive experiences for all
A paper by Martin McKay, CEO & Founder of Texthelp, and Jill Houghton, President & CEO of Disability:IN.
Together, Jill and Martin explore why neurodiversity must be included in the diversity and inclusion agenda. They also offer tips to creating a workplace where a neurodiverse workforce can thrive.
About this paper
Just like life outside, the workplace is a hugely diverse environment. When you think about diversity and inclusion (D&I), you might think about racial or gender representation. But what about other forms of diversity?
Neurodiversity is another form of diversity that must be considered in inclusion practices. It relates to differences in the way we think, process, learn and behave. Up to 1 in 5 people are neurodivergent, meaning they have a neurodiversity such as Dyslexia, Autism or ADHD. Yet, when looking at D&I priorities, neurodiversity is often lower on the list.
In this paper, Martin and Jill explore the business case for neurodiversity - for your people and your organization. They also offer advice on how to create more inclusive experiences for neurodivergent employees, across the full employee lifecycle.
In addition, preview Texthelp’s latest research into neurodiversity inclusion at work. Gain insight into the experiences of neurodivergent employees. Discover common barriers which impact their experience at work. Explore inclusive practices they long to see in the world of work.
Register to receive the report.
- 4 key benefits for neurodiversity, to help you build the business case for neuroinclusion in your organization
- 13 tips for improving inclusion across the full employee lifecycle, from recruitment through to development
- Research into the real life experiences of neurodivergent employees at work
You’ll also receive access to extra resources to help you take action in your organization.
This paper was written by Martin McKay, Texthelp and Jill Houghton, Disability:IN, with research conducted by Texthelp.
About the authors
Martin McKay, Founder and CEO at Texthelp
Texthelp supports organizations on their diversity, inclusion and accessibility journey.
Martin founded Texthelp in 1996, and has since spent his work life developing technology for people with disabilities. Texthelp is a world leading Assistive Technology company creating inclusive software that helps people to read, write, express their thoughts and share information more accurately & fluently, across all stages of life. In 2017, Martin received the Presidential Award in recognition of lifetime contribution to dyslexia and literacy from the International Dyslexia Association. In the past, he has served on the Assistive Technology Industry Association Board as well as the NIMAS board for the USA Office of Special Education Programs. Today Texthelp supports over 50 million users worldwide. Martin’s goal is to make sure that by 2030 Texthelp will have advanced the literacy and understanding of one billion people.
Jill Houghton, President & CEO of Disability:IN.
Disability:IN is the leading global nonprofit organization for advancing business disability inclusion and equality.
Jill has more than 25 years of diverse leadership experience driving disability inclusion was ignited by challenges she experienced having a learning disability. She leads a team of talented and diverse individuals, including people with disabilities, who are working to build an inclusive global economy that enables people with disabilities to participate fully and meaningfully.
Results found that whilst organizations are becoming more inclusive of neurodiversity, and offering support to neurodivergent employees, there's still a long way to go.
- The majority of neurodivergent workers (64%) and neurotypical workers (52%) believe their organization could be doing more to support people with a neurodiverse condition
Neurodivergent employees experience challenges across all stages of the employee lifecycle, many of which can be reduced by small changes with big impact.
- 61% have experienced stigma in the workplace
- 56% have experienced communication barriers at work
- 34% have experienced difficulty in recruitment and interview processes
Organizations that consider neurodiversity are more likely to attract and retain neurodivergent talent, who bring a wealth of skills to any project. In fact, 93% of neurodivergent employees would be more likely to apply or continue to work for a company that was supporting neurodivergent employees well. Similarly 63% of neurotypical workers are also more likely to be attracted to and loyal to companies that support neurodivergent employees well.
Register to receive our whitepaper and discover the strengths that come from neurodivergent thinking. Throughout our whitepaper, we also reveal inclusive practices neurodivergent workers long to see in the world of work.