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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.

The option of remote work has opened many doors for neurodivergent individuals.

One of the biggest struggles that neurodivergent individuals might face is the feeling of being alone and isolated.

Implementing digital inclusion in the hopes of creating a more open and inclusive workplace for neurodiverse individuals can help open up many job opportunities that might not otherwise be available.

You are protected under the Americans With Disabilities Act (ADA) regarding whether or not you want to disclose your neurodiversity to your employer.

For some, talking about ourselves in general might not be our favorite topic, and it can become more challenging when it turns to subjects like our disabilities. However, it is important to remember you have complete control over what you do and do not tell people!