Let’s start off on the right foot

The skinny 

Any change to include neurodiverse employees and embrace other ways of thinking is a change to include all employees.

♥ 

Awareness < Acceptance.

Hello, April. Fully into the rejuvenating spring season, now is our opportunity to celebrate Autism Awareness Month, which has seen an increase in diagnoses in recent years. It’s important to take time to educate ourselves and encourage our colleagues to foster neuro-inclusion.   

Say "sayonara" to stigma.

Stereotypes abound on both ends of the spectrum, making it difficult for autistic job candidates to be taken seriously. With only 22% securing any kind of work, unemployment (and underemployment) is high in the autistic community. Yet, many of these able people are so eager to work, they find themselves in unpaid arrangements.  

Totally free.

The systems in place throughout our schools and workplaces just weren’t made for neurodiverse individuals. But the reality is workplace accommodations aren’t as inconvenient as you may think. Nearly 60% cost absolutely nothing and the rest are typically a one-time expenditure underneath $500. For many autistic employees, a shift in manager mindset, prioritizing flexibility, is what is needed to help them succeed.  

Glass half full.

Focus on the positive, on someone’s strengths, abilities, and passion. A little patience and encouragement go a long way. Feeling the pressure to mask or persevere through supremely uncomfortable situations, autistic employees are susceptible to burnout and loneliness.

Just a heads up.

Transparency is valuable for all employees, but especially those individuals who have autism, anxiety, or any number of concerns. Being up front with work expectations and arrangements, for example, or providing information in advance. Many disabilities are invisible—and should remain that way if employees want—so this preparedness is low-hanging fruit to set everyone up for success.

Now a break from the news… Sticker Pup

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