Neuroinclusive Employment: What Employers Can Do

At least 1 in 5 people thinks, learns, and communicates differently than the so-called "typical" brain. That's a lot of people. At a time when employee burnout is at all-time high and many employers are struggling to fill positions and retain employees, neurodiversity and access are critical pieces of the conversation.

What We Know

Autistic adults are 2.5-4 times more likely to be unemployed. 70% of ADHDers struggle with employment. In most instances, this relates to unmet access needs. Many neurodivergent people do not necessarily even know that they are struggling because of the ways in which their environments are a poor match for their needs. They're just struggling.

What is an "Access Need?"

"Access needs" are anything that a person needs to fully and meaningfully engage. We all have access needs. It's just that neurodivergent people are less likely to have their access needs met by the "defaults" of society. Access needs can relate to the physical environment, communication, information processing, technology, and a wide range of other categories.

What Employers Can Do

When employees have their access needs met, they will feel better -- and perform better. Win, win. Oh, and they're also less likely to quit their jobs. Employee turnover is a huge depletion of employers' financial, cognitive, and energetic resources.

Neuroinclusive employment trainings from All Brains Belong VT provide practical tips for employers to be able to create workplace environments for people with all types of brains to thrive. To learn more, visit https://allbrainsbelong.org/education