Neurodivergent Inclusion Policy
You might be asking why it’s called a Neurodivergent Inclusion Policy instead of a Neurodiversity Inclusion Policy. Well, it’s the same reason it’s called a Trans or Transgender Inclusion Policy rather than a Gender Diversity Inclusion Policy.
It’s specifically about including neurodivergent people and by including neurodivergent people, we end up supporting neurodiversity.
We need to be inclusive of neurodivergent people and we need to create safe and welcoming environments for neurodivergent people.
Fostering a truly inclusive work environment for neurodivergent people requires awareness, education and, most importantly, a commitment to taking action. Put simply, it isn’t enough to talk the talk, you need to walk the walk.
Creating a Neurodivergent Inclusion Policy is a critical step to embracing neurodiversity and supporting neurodivergent people.
I’ve made things easier by writing a sample inclusion policy to give companies, organisations and businesses a jump start. It is my hope that you can use the sample policy as the foundation or basis for creating your own inclusion policy.
This policy sets out a clear commitment to supporting, welcoming and accepting neurodivergent people in the workplace and putting clear provisions in place to accommodate neurodivergent people.
You can download this sample policy here.
Here are three essential things you need to consider when creating Neurodivergent Inclusion Policy:
Using the Correct Language
While our actions matter, so do our words. Not only does using the correct language signify safety and inclusion for neurodivergent individuals but it shows that you’ve done the research, you haven’t just jumped on the bandwagon. When it comes to language, there’s a couple of things to keep in mind:
Always look towards the community in regards to what language we may prefer. As an example, the majority of the Autistic community prefer identity first language over person first language.
Consider using neutral language over deficit language when discussing our neurodivergence.
We are neurodivergent people, we are not neurodiverse people. If you wouldn’t call a neurotypical person, neurodiverse, than that’s probably not the word you’re looking for. You can learn more about why we do not call individuals diverse here and here.
Involvement of Neurodivergent People
Neurodivergent people must be directly involved in the design and development of the Neurodivergent Inclusion Policy. It is important that neurodivergent people shape the policy that directly impacts us. And after all, we are the experts of what we need in a workplace.
Clear Actions and Goals
A policy is all well and good but not if it’s just smoke and mirrors. In other words, not if it’s just words on a piece of paper. This is why it’s necessary to include clear actions and goals within the policy. Some examples of actions you could include are:
This workplace will provide regular training and workshops for all employees and leaders to promote awareness and understanding of neurodivergence.
Managers and team leaders will receive regular training on neuroinclusive hiring and recruitment practices as well as how to manage, support, supervise and communicate with neurodivergent individuals.
Feedback and performance evaluations will be delivered in a way that suits the individuals preferences around receiving communication and feedback.
Our workplace does not enforce a dress code that restricts, punishes or controls neurodivergent’s people clothing or appearance.
I hope these tips and the same policy can be a helpful tool when it comes to supporting neurodivergent people.