Creating a Neuro Inclusive Workplace

Gaining the Technology Leadership Edge: Creating a Neuro-Inclusive Workspace

Welcome to Gaining the Technology Leadership Edge, a podcast exploring the latest trends, strategy, and insights in technology leadership. In this episode, we dive into the topic of neurodiversity and the unique challenges and perspectives of neurodivergent leaders. Our guest, Shea Belsky, Chief Technology Officer of mentra, shares his experiences and insights on creating a more neuro-inclusive workspace for everyone.

Introduction: Embracing Neurodiversity in the Workplace

Neurodiversity is a concept that recognizes and celebrates the natural variations in human brain function and behavior. It encompasses individuals with conditions such as autism, ADHD, dyslexia, and other neurological differences. In recent years, there has been a growing emphasis on creating inclusive work environments that value and support neurodivergent employees.

In this episode, we explore the unique aspects of working with neurodivergent staff members and the challenges faced by neurodivergent leaders. Shea Belsky, an autistic self-advocate and changemaker, shares his experiences as a neurodivergent leader and offers insights into how companies can be more aware and supportive of their neurodivergent employees.

The Unique Perspectives of Neurodivergent Leaders

One of the key differences between neurodivergent and neurotypical leaders is their unique perspective and approach to problem-solving. Neurodivergent individuals often have a different way of looking at the world and can offer fresh insights and innovative solutions. Shea explains:

“The uniqueness of a neurodivergent employee comes from their perspective, their history, and how they translate things from their life into work and vice versa.”

While some neurodivergent individuals may be risk-takers, others may be more cautious. It is important to recognize and understand the individual differences within the neurodivergent community. Shea emphasizes the importance of open communication and creating a “Manual of Me” document that outlines each individual’s working style, preferences, and needs:

“It has a lot of benefits for everyone, not just neurodivergent people. And that’s a huge thing that comes up – how do I help a neurodivergent person succeed without isolating them, ostracizing them, or worse, discriminating against them?”

Supporting Neurodivergent Leaders

One of the biggest challenges for neurodivergent leaders is the lack of support and structure to help them grow and succeed in their roles. While there are resources available for neurodivergent individuals entering the workforce, there is a gap when it comes to leadership training and development. Shea shares his personal struggle with conflict resolution and the need for specialized training and support for neurodivergent leaders:

“A lot of the support and structure that comes about for neurodivergent employees is really focused on just getting them in at the ground level, getting them into the job for the first time. There isn’t a whole lot of support or leadership training or structure to help take them to the next level.”

To address this challenge, companies need to provide tailored training and support for neurodivergent leaders. A one-size-fits-all approach may not be effective, as each individual has unique strengths, weaknesses, and learning styles. Shea emphasizes the importance of collaboration and creating an environment where neurodivergent leaders are allowed to fail and learn from their mistakes:

“It’s about creating an environment where people can fail, for people, and that goes for anybody, not just people who are neurodivergent. But with neurodivergent people, that environment where they are allowed to fail or allowed to screw up and learn from their mistakes is extremely important.”

Neuro-Inclusion Efforts in the Workplace

Many companies are recognizing the importance of neuro-inclusion and are implementing initiatives to create a more inclusive and welcoming environment for neurodivergent employees. Shea highlights the efforts of companies like HubSpot and Wayfair, which have established disability ERGs (Employee Resource Groups) and accessibility working groups to address the specific needs of neurodivergent individuals:

“HubSpot and Wayfair made a really big point about creating an environment where disabled and/or neurodivergent people felt like they could talk with people who were like them, socialize, learn from each other, enrich each other, and also create meaningful, lasting change within the organization.”

These initiatives not only support neurodivergent employees but also contribute to the overall success and diversity of the company. Shea emphasizes the importance of celebrating and championing these efforts to attract and retain neurodivergent talent:

“People can have these initiatives, they can have these programs, but not tell anyone. They might feel like they’re embarrassed or ashamed to talk about it, but why would they? The point of all these things is to feel proud of it and to feel really thrilled that you’re creating an awesome environment for people.”

Mentra: Empowering Neurodivergent Job Seekers and Employers

Shea is the Chief Technology Officer of mentra, a hiring platform for neurodivergent job seekers. Mentra aims to support neurodivergent individuals in finding meaningful employment and help companies create neuro-inclusive work environments. Shea explains the dual focus of mentra:

“There’s how do we hire more neurodivergent people for the organization, and then how do we create an inclusive and welcoming environment for people who are already there?”

Mentra works with job seekers, career coaches, and organizations to bridge the gap between neurodivergent talent and employment opportunities. By providing support, resources, and education, mentra aims to create a more equitable and inclusive job market for neurodivergent individuals.

Conclusion: Embracing Neurodiversity for a Brighter Future

As we continue to navigate the ever-changing landscape of the workplace, it is crucial that we embrace neurodiversity and create inclusive environments that value and support all individuals. The unique perspectives and talents of neurodivergent leaders can drive innovation, creativity, and success within organizations.

By providing tailored training, support, and accommodations, companies can empower neurodivergent leaders to thrive in their roles. Open communication, collaboration, and a willingness to learn from one another are key to creating a neuro-inclusive workspace.

As Shea Belsky and mentra demonstrate, there is a growing movement to champion neurodiversity and create a brighter future for all individuals in the workforce. By embracing neurodiversity, we can unlock the full potential of every individual and foster a more inclusive and innovative workplace.

Thank you for joining us on this episode of Gaining the Technology Leadership Edge. Stay tuned for more insights and discussions on the latest trends and strategies in technology leadership.