ADP ranked No. 14 on The Fair360, formerly DiversityInc Top 50 Companies for Diversity list in 2022.
ADP’s Giselle Mota, Chief of Product Inclusion, shared her thoughts on how companies can optimize their diversity, equity and inclusion (DEI) strategies for neurodiverse employees.
“Someone can say we want to accept people or invite people into our organization that are neurodiverse,” Mota said. “But what happens when someone’s staring at you and it makes you feel uncomfortable, or they aren’t giving you eye contact on a webinar meeting and you feel like they’re disengaged? It might not be that they’re disengaged. For example, some people that are autistic may say that eye contact gives them physical discomfort.”
Here are six ways an organization can include neurodiversity in their DEI strategy:
- Use research from organizations such as Harvard, Ernst & Young and Deloitte as a starting point for initiatives
- Amplify neurodivergent voices and ensure they play a key role in important decisions
- Recognize the contributions of neurodiverse employees
- Build a culture of acceptance
- Dig deeper to normalize differences in social behaviors and communication styles
- Develop long-term success strategies
Read more at adp.com.
