Social Justice and Neuroinclusion

Every year, the world observes World Day of Social Justice to emphasise the importance of promoting social justice by tackling issues such as poverty, unemployment, exclusion, gender inequality, and human rights. This annual event reminds us of our obligation to create a more equitable society.

This year’s theme is ‘Empowering Inclusion: Bridging Gaps of Social Justice,’ and we are focusing on addressing systemic inequality.

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The significance of the World Day of Social Justice in support of all employees across the board.

The World Day of Social Justice reminds us of the urgent need to build a fairer, more equitable world where barriers to employment, inclusion, and opportunity are dismantled.        

I am sure that as the ‘equal opportunities employer’, you will ensure that your workplace is free from harassment and bullying and that employment opportunities are available to all. You are most likely to offer reasonable adjustments to disabled candidates to attend interviews, and you might make a pledge to interview all applicants from a specific minority group if they meet the basic requirements of the role (positive action in recruitment). You might also try to engage more with a specific group of individuals to attract them to your workplace. And I am sure that you are going further to understand how to compensate people fairly for their work so they can live a decent and comfortable life.

All those actions add up to the social justice mission; however, is that all?

Social justice in employment needs to go further. It needs to address invisible or unnoticed barriers.

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Neurodiversity and Inclusion

There is no ‘standard’ human brain against which all other human brains can be compared. On the contrary, the human brain is so complex that no two brains are precisely alike. Neurodiversity is founded on the idea that neurological differences should be recognised and respected, just like any other human variation, such as gender, race, or sexual orientation.

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To ensure social justice and inclusion, neurodiversity must be embraced rather than viewed as a problem. Neurodivergent employees contribute a wealth of skills and advantages to any organisation. To fully leverage these abilities, businesses must remove potential barriers employees face. In essence, society must shift away from perceiving neurodivergence as a disability within the medical model and refrain from trying to ‘fix’ the issue.

A far more inclusive approach is to consider neurodiversity from the perspective of the social model. This model suggests that the environment around us shapes disabilities. Individuals do not create barriers for themselves; instead, their world fails to accommodate their diverse abilities fully.        

It is far easier to ‘fix’ the environment (workplace) than one might assume. Over the past 10 months, Cardiff Community Housing Association rolled out an extensive ‘neurodiversity project’ to ensure everyone can thrive and be themselves at work.

While we have concentrated significantly on understanding, awareness-building, training (delivered by fantastic Jess Meredith from Differing Minds ), and supportive tools, even small changes have immediately made a difference. The introduction of our quiet space, complete with fidgeting tools, noise-cancelling headphones, and various types of seating, was met with immediate enthusiasm.

CCHA has also launched the Neurodiversity Toolkit, a comprehensive resource for information about neurodiversity. It includes useful guides and support tools (including a guide to reasonable adjustments, 22 questions from Differing Minds , and our very own communication guide), promotional videos, and additional resources.

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What’s next?

Moving beyond merely 'fixing’ the individual and addressing the environment requires a collaborative and consistent approach. Employees must feel comfortable discussing the barriers they encounter. While this transformation won't occur overnight, maintaining open conversations about these issues will lead to progress.

However, this is a journey, not a destination.

Once you reach what you ‘think’ is your desired outcome, you should reflect on whether any voices are absent from the conversation. Are there groups who may encounter specific barriers not only due to their disability or neurodivergence but also because of additional factors such as socioeconomic status or race?        

When society acknowledges barriers to employment from a multidisciplinary perspective, it can begin to sense that justice is being served. The World Day of Social Justice reminds us that much work still needs to be done.