Neurodiversity is a relatively new term that refers to people who have dyslexia, autism, ADHD, dyspraxia and other neurological conditions. These are “spectrum” conditions, with a wide range of characteristics, but share some common features in terms of how people learn and process information.

Diversity in the workplace is widely accepted as being of benefit to both businesses and consumers. But while many companies have embraced the concept of building teams that include people from different genders, ethnicities, religions, sexualities and disabilities, some employment experts believe the practice of diversity in the workplace still hasn't fully included those with neurological conditions such as autism. In other words, many workforces have yet to become neurodiverse. Here are four areas where employers can make the best of a neurodiverse workforce.

Recruitment. When recruiting make role descriptions as clear and concise as possible, avoiding jargon. Think about your interview process. For example, conventional face-to-face interviews may put candidates at a disadvantage because some candidates may have difficulty looking directly into the interviewer’s eyes which can be misinterpreted. This can put some neurodivergent people at a disadvantage, making it harder for them to demonstrate the skills and talent required in the job and often leading to them being excluded for roles that they might have been right for.

​Performance. Problems with underperformance are particularly likely to arise where managers are not aware of somebody’s neurological condition. Disclosure can be very helpful in preventing performance issues—but this needs to be handled carefully. A working environment in which employees are accepted and have the chance to play to their strengths is key. When dealing with performance issues, there is a need to be sensitive and conscious of the extent to which the employee needs guidance. Clear communications are crucial and these should focus on the individual’s strengths as well as their areas of weakness.

Company dress codes run the gamut from formal business attire to jeans and T-shirts. But what employers don’t understand is that they may face legal issues if they get too particular about how employees should dress. Organizations should be careful not to run afoul employee protections based on sex, sexual orientation and gender identity.

Courts and Dress Code. Federal courts have historically allowed different dress standards at work if policies are reasonable and don't place a significantly higher burden on one gender. A court might find it discriminatory if a dress code required women to spend considerably more money on work clothes and grooming. For instance, if a female worker's wardrobe consists mostly of pantsuits and flats that she's been allowed to wear to work, and a company suddenly requires dresses, skirts and heels, she may have to buy new clothes. Or, a court might rule that requiring women to have intricately styled hair and nails would create a financial burden that the men don't have. However, it's possible that such a dress code could pass legal muster if a company reimbursed women for the new clothing that he requires them to wear, she said, or provided an appropriate clothing allowance.
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Gender Identity. It's never a good idea to base the rationale for a dress-code policy on an employer's desire that women act more "feminine" and men act more "masculine." An employee's clothing choices may reflect his or her gender identity, and employers should note that at least 20 states now prohibit discrimination based on gender identity.

This month we are featuring Julie Kratz, CEO and Founder of Pivot Point. She is a highly acclaimed leadership trainer who led teams and produced results in corporate America. After experiencing her own career “pivot point,” she developed a process for women leaders build winning plans. Promoting gender equality in the workplace, Julie is a frequent keynote speaker and executive coach. InvigorateHR will partner with Julie for our March 28th webinar, Unconscious Bias: Diversity In Action. 

Gender bias is often much more subtle today than the blatant bias we used to hear and see in the workplace 20 years ago.  Yet, what we find is that bias is still there, it is just not as overt as it once was.  It is unconscious.  It is thought, not shared.  We are likely not even aware of our biases.  This makes it harder to detect.  To understand it better, it helps to break down conscious vs. unconscious bias. It looks something like this:
​Conscious bias:

• “I do not like to work with women.”
• “Women are not fit to do this job.”
• “That is a woman’s job, men do not do that.”

Unconscious bias

• “She does not want to be promoted, she just had a child.”
• “We have to watch her travel schedule, she can’t travel that much.”
• “We’re going golfing, she would not be interested.”

What is interesting is when I share the conscious bias statements, most agree that they are clearly wrong.  The bias is clear.  Yet, with the second set of statements, women and men alike struggle to see the bias.  Often, we have thought these things ourselves.  I know as a strong supporter of women in leadership, I have thought these statements myself.  It is unconscious because of the assumptions in your thought process.  Often our assumptions are false, but our brains love to make these assumptions.

​The holidays mean lots of holiday cheer and holiday decorations around your business, but here are a few things to keep in mind:

Food. The holidays are a great time for workers and their families to show off their prowess in the kitchen and for employers to show their generosity by providing goodies for workers. Employers will want to be mindful of workplace allergies, dietary restrictions, and food safety. Perishable foods must be stored appropriately or thrown away promptly to prevent the spread of foodborne illness. Even punch and cake can contribute to the spread of disease if workers share drinking cups or utensils without washing them adequately. This is especially true during the cold and flu season, which aligns with the holiday season.

​Parties. Holiday parties help take a bite out of the monotony of everyday work and can be a good excuse for workers to socialize outside of their workplace. Whether onsite or offsite, be sure party plans have an eye toward safety and health. Take appropriate steps to discourage overdrinking, or keep alcohol away from your parties’ altogether. If you have a zero-tolerance drug and alcohol policy that forbids drinking in the workplace don’t “make an exception” for holiday parties. When celebrating with holiday parties at the office, make sure that adequate designated drivers or other means of transportation are available for those workers who consume alcohol.