Let’s start off on the right foot
“If standing up for yourself burns a bridge, I have matches. We ride at dawn.” —Britney Spears
The skinny
Neurodiversity is becoming a more important factor in why employees apply or stay with an organization, especially with younger generations.
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Neuro huh?
Brain stuff. It’s a term that basically means brain diversity, and includes people with autism, ADHD, and dyslexia. Or put more poetically, the diversity of human minds.
Nice.
Yes, but about 1 in 5 recent survey respondents said they decided not to apply for a job because the company lacked resources for employees identifying as neurodivergent.
Didn’t know that was a thing.
And there’s more. 80% of respondents to the same survey said they’d be more likely to apply to a company who had materials for employees identifying as neurodivergent. Basically, supporting neurodivergent employees has become a must-have.
But what does that look like exactly?
Great question. The Americans with Disabilities Act requires most U.S. employers to provide accommodations for workers with disabilities. But being ADA compliant isn’t cutting it anymore, to be frank.
Go on.
One idea is creating an employee resource group for workers with disabilities. You may be surprised who raises their hands to participate and to lead these initiatives within your organization.
Ok, but again, what does that look like exactly?
I see you want an example. Some employees may struggle working from home because they need to be able to see someone else in their space to focus as part of their disability. Setting up “coworking hours” where you log onto Microsoft Teams or Google Hangout and work alongside someone virtually could help with this.
Hanging out.
Just be sure you check your filter first (sorry, had to remind everyone that this happened). But all jokes aside, employers need to ensure their company has a culture where employees feel safe enough to ask for the accommodations they need to be most productive.
No one puts Baby in the corner.
No indeed. Just like employers may offer training and learning lunches on LGBTQ+ or Juneteenth, offering training on neurodiversity and other topics related to disabilities is just as important.
Date with data: 99% of Gen Z said workplace DEI is important to them. And 87% said it is “very important.”
Totes quotes: “What better people to help represent the company and help steer it in the right direction than your own employees, who have done it?” —Casey Welch, CEO of Tallo.
The skinny
A new survey shows 65% of workers who said their jobs could be done entirely remotely were willing to take a 5% reduction to stay at home.
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Ya don’t say.
The gauntlet has been thrown. What’s more, many Americans say they’d be willing to give up days off or put in more hours for a job that offers a fully remote option.
Peeps really want to stay home.
Home is where…the work is. And people would give up a lot to keep working from home.
Like?
Netflix, social media, and using Amazon for a year! Some, especially the young ones, would give up the right to vote.
Seems like they’re serious.
Anything to avoid a commute. Which is why many organizations are opting for a hybrid model. But that also comes with its own challenges.
Like what?
If you have some employees going into the office while others opt to work remote, a new bias against the remote employees could rear its ugly head. There’s not a whole lot of data to back this, but basically the theory is that employees who opt to go in will get more face time with leadership.
In your face.
In your face issues. Remote work is great for many, but not all. And those that choose to work remotely in a hybrid work model may be those that are already experiencing inequality. Women, for example, have said they wanted to work from home 50% more often than men do.
Ah, there’s the ugly head.
Fugly. Over time, and if employers are not intentional with their plans, bias against remote workers could compound wider workplace equality problems.
Totes quotes: “Informal interactions can be orchestrated even in remote settings, and they have effects on career outcomes.” —Dr. Prithwiraj Choudhury, professor at Harvard Business School
Further reading: High-salary remote work opportunities explode as companies re-think WFH.
Dive deeper: Will remote workers get left behind in the hybrid office?
The skinny
Even with burnout, there is no one-size-fits-all, and that includes treatment options.
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Wait…there’re different kinds of burnout?
You’ve got that right, home slice. And burnout isn’t just about exhaustion. It’s a pizza topped with cynicism, alienation, reduced sense of efficacy, and a sprinkling of helplessness. Now that's hot.
Delicious…
Really packs a punch. But just like everyone has their favorite kind of pizza, everyone has their own unique type of burnout, with different recovery needs.
What are the types?
Like I said, burnout is like a pizza pie of doom, but the components or toppings can stand on their own as well.
What do you mean?
For example, if your burnout is mainly due to a reduced sense of efficacy, that means you’re probably feeling bored and unchallenged. On the other hand, if your burnout is due to cynicism, you’re probably not feeling connected to your peers or purpose.
Ok, what’s the cure?
Well, there’s no cure for being a cynic by nature lol. But burnout due to cynicism would need a healthy dose of connection. So, try volunteering or mentoring, anything to help you feel more connected to the world around you.
And lack of efficacy?
Well, maybe a role change would help, perhaps even changing jobs altogether. Or if you don’t think it’s work related, try out a new hobby to keep your creative/challenging juices flowing. Feeling a sense of accomplishment is key here.
Feeling exhausted.
Right. If the reason you’re burning out is because you’re simply exhausted, taking on more will be counterintuitive (don't you dare take on more!). Best way to deal with exhaustion my friend, is to take a break already.
Totes quotes: “To reduce cynicism and inefficacy, it’s about doing more of the right things.” —Kira Schabram, assistant professor at University of Washington
Totes quotes two: “Understanding what is driving you to burnout can help you inform your decisions in the future, which can be both reflective and proactive.” —Sheryl Ziegler, psychologist and author of Mommy Burnout.
 Now a break from the news… |
 Compliance Corner |
Here’s something to…
- Watch: What’s streaming now.
- Make: 12 summer recipes to make now.
- Consider: Do you need a sleep divorce?
- Check: Summer cold or COVID?
- Do: Turn your smart phone into a fitness coach.
- Draw: Why drawing can help you focus and de-stress.
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Social Corner
Benefits Insight Dashboard
People love choice, but hate making choices.
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