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You should take the time to ensure your hiring process is not closing the doors to neurodivergent individuals who could be amazing additions to your team simply because you are hiring within a “culture fit” model.

Whether we are talking about the hiring process, the daily workload, training, or offboarding, unconscious bias can have a significant impact on the neurodivergent employees of your organization.

Expanding roles will help neurodivergent individuals feel valued and respected, two things that they are continuously seeking when searching for jobs.

Workplaces need to be open-minded about almost everything they implement to maintain an inclusive and accessible environment for neurodivergent employees, including the process of success and growth.

Providing a successful workplace environment for your neurodivergent employees means you are open and capable of offering reasonable accommodations.

If you want to ensure your neurodivergent employees feel welcome, supported, and safe in your business, you must have the proper policies in place.

Have you seen that some of your team members struggle through projects and meetings? If that is the case, you might find that some of your leadership strategies need to be adjusted, including communication. Communication will look a lot different for neurodivergent...

Neurodiversity-affirming language and phrasing are essential within the workplace as they can help empower, encourage, and support neurodivergent employees.

As an employer, you must be open-minded to people’s needs and accommodations throughout the interview process and beyond if you want to attract the best talent for your organization.

While the ADA helps protect individuals with disabilities within the workplace, it is up to the leaders in our organizations to eliminate unconscious biases.