Neurodiversity: Why it matters and how to help your organization be an ally

COVID-19 threw the world’s workforce for a loop, with millions forced to the confines of their homes, and millions more left without jobs. It was an instantaneous shift that has been prolonged for over a year. Adapting to this new work-life model has been difficult for many, and navigating these unprecedented times without employment adds another layer of challenge. 

It should come as no surprise that this dramatic shift in how and where we work has impacted the mental health of millions. And while the Mental Health Index U.S. Worker Edition pointed to improvements for January 2021, the trauma endured over the last year is expected to have long-term effects on only employees, but their families. 

It makes this year’s Mental Health Awareness Month an especially important one. 

Prior to the pandemic, organizations had made notable progress in prioritizing initiatives and programs focused on equality, equity, and inclusion. However, there’s a crucial aspect of diversity that often gets overlooked, but must be prioritized, and that’s neurodiversity.

Coined in 1998 by sociologist Judy Singer, neurodiversity refers to differences in the way some peoples' brains process information. Put more simply: being neurodiverse means having a brain that’s wired differently. If you are part of a company that values diversity, that also means embracing your neurodiverse employees. 

Here are a few tips:

1. Create a space where being vulnerable is the norm. I’m new to @stockx, and I was delighted to discover that whenever our executive team meets, we start by sharing an update on our personal status. It gives everyone a glimpse into what might be impacting each of us outside the office, and a reminder that we’re all human. People need to be able to bring their whole selves to work, and by starting at the C-suite, this became a routine that was easily adopted by the rest of the company. 
2. Ensure that all customer-facing projects have neurodiverse considerations. Ahead of this year’s Mother’s and Father’s Day, some brands offered customers who might be triggered by these holidays an option to opt-out of the reminder marketing. It’s a touching consideration of their customer’s personal situations. 
3. Find ways to celebrate each other’s differences. We should honor the diverse ways people within the organization feel, think, and operate. Leaders should be open to sharing their perspective, but also model respect and acceptance for differing points of view. 

I’m passionate about the impact of inclusive business cultures, and my goal is to work with leaders to create a safe space for the entire team, as we raise awareness, foster connection, and encourage mutual understanding. 

We must continue to show each other support and compassion, especially during this time as our work and home lives have blurred beyond recognition. I’d love to hear from this community on how you’re moving from mental health awareness to taking action - not only this month, but well beyond into the future. 

#mentalhealthawarenessmonth #neurodiversity #mentalhealth