Diversity Lab’s Post

Understood.org, a leading nonprofit empowering more than 70 million neurodivergent people who have learning and thinking differences, such as ADHD and dyslexia, announced the results of a Harris Poll of over 2,000 U.S. adults ages 18 and older. The poll shines a light on the challenges and opportunities facing people with learning and thinking differences, such as ADHD, dyslexia, or dyscalculia, in the workplace. According to the Americans with Disabilities Act (ADA), employers must provide reasonable accommodations to people with disabilities, which includes those with learning and thinking differences. However, for this group of employees, their differences often go “unseen,” leading to gaps in workplace inclusivity and equity. This new survey finds that most respondents (69%) know that employers are required to provide accommodations to employees with disabilities, yet six in 10 (60%) feel there is a stigma around asking for support. Read more, https://lnkd.in/e4UeeYdT #HRNews #ADA #workplacestigma

Did you know that developmental disabilities are lifelong conditions that emerge during childhood and affect cognitive, physical, or behavioral functioning? This includes autism spectrum disorder (ASD), cerebral palsy, Down syndrome, and ADHD (Attention Deficit Hyperactivity Disorder). 1 in 6 children have one or more developmental disabilities or other developmental delays. Despite progress in awareness and support, individuals with developmental disabilities still face stigma, discrimination, and barriers to inclusion in many aspects of life. At Positive Work, we are committed to helping create a more inclusive work landscape and society as a whole for those with developmental disabilities. Each person with a developmental disability is unique, with their own strengths, abilities, and potential for growth and contribution to society. ❤️ 💛 💙 Join us in our mission by following us on social media, signing up for our newsletter, and making a donation. https://lnkd.in/grb_QvJw Additionally, consider supporting other organizations dedicated to the developmental disability community, such as The Arc of the United States, National Down Syndrome Society, Easterseals, and Special Olympics. #developmentaldisabilities #disabilityinclusion #autismawareness #autism #downsyndrome #adhd #cerebralpalsy

Love seeing people passionately work towards neurodivergent inclusion! It is imperative that we build a more neuro-inclusive world, especially for those with ADHD and dyslexia, who often have to work around structures and systems that were not made with them in mind. Let's give neurodivergent people the tools to feel like things can work for them, not against them. Exciting to see the world changing for the better! Check out this resource to learn more about neurodiversity: https://lnkd.in/gG5jUQqq

As we continue to celebrate Autism Awareness/Acceptance Month, we want to share with you the heart of our mission and the core of our community at Living and Learning. Our center stands as a testament to what we can achieve when we come together to support individuals with autism and their families, offering tailored programs that recognize and celebrate each person’s unique journey. At Living and Learning, we’re dedicated to empowering those on the autism spectrum to navigate life's challenges with resilience and pride. Our approach is holistic, encompassing not just the individuals we serve but also their families, our local community, and businesses, fostering an environment of inclusivity and understanding. Our Programs and Services - Social Skills Development: We create spaces where individuals can learn, practice, and enhance their social skills, from making friends to effectively communicating in various social settings. - Employment Readiness: Partnering with local businesses, we pave the way for meaningful employment opportunities. Our vocational training and job coaching are designed to ensure that each individual not only secures a job but thrives in their role. - Independent Living: Independence is a key goal for many we serve. Our resources cover everything from daily living skills to financial management, all aimed at supporting a more autonomous lifestyle. Our impact goes beyond individual achievements; it resonates through our entire community. By engaging with and educating local businesses about the value of neurodiversity, we’re not just creating job opportunities—we’re building bridges between worlds, fostering a culture of acceptance and appreciation for everyone’s unique contributions. We invite you to become a part of our mission—whether you’re seeking support, interested in volunteering your time, or represent a business eager to make a positive impact. Together, we can continue to make significant strides towards a more inclusive society. https://lnkd.in/eBYzsU8m #OurCommunity #LivingAndLearning #TogetherWeAchieve #AutismAwareness

When I helped to edit this list of possible college accommodations for  Understood.org  I grouped the accommodations so that readers could have a sense of what is (or isn't) likely to be widely available. To learn more about accommodations, read Step 7 my book (bit.ly/ECHbook). http://bit.ly/TypesAcc #CollegeAccommodations #CollegePrep #LearningDisabilities #ADHD #Dyslexia

Collaboration is key to the transformative change needed in the Australian education sector. I call upon Andrew Whitehouse to actively seek out and collaborate with established charities, especially those deeply rooted in the #neurodivergent and disability community, such as Umbrella Alliance Australia. It's through these partnerships that we can ensure any reforms are not only effective but also genuinely representative of the needs of neurodivergent young people. This inclusive approach is crucial for creating a system that sustainable, cost effective, and supports every Australian learner. I’m open to discussion Andrew Whitehouse Bill Shorten, let’s get this right, and let’s get it done! #livedexperience #NeurodiversityInEducation #educationrevolution #educationreform

Neurodivergent- More adults today identify as neurodivergent than ever before. That’s a broad term for a group of neurological differences which includes autism, ADHD, and dyslexia, among others. But organizations still have quite a way to go to make workplaces inclusive and accommodating. Around 59% of working adults with ADHD, dyslexia, or another neurodivergent condition worry that disclosing it will negatively affect them at work, according to a survey shared exclusively with Fortune from Understood.org, a nonprofit that advocates for neurodivergent people. There’s valid reason for that concern. Around 32% of respondents say they were denied their request for accommodation, and another 23% reported losing their job or getting demoted after putting in an ask. Accommodations for neurodivergent employees vary but can include flexible work arrangements, noise-canceling headphones, a desk assignment near a window or away from high-traffic areas, switching out lighting, or purchasing assistive technologies like text-to-speech software. “That statistic is troubling to me,” Nathan Friedman, co-president and chief marketing officer at Understood.org, tells Fortune. To him, the share of people seeing adverse impacts to their career after requesting an accommodation shows that organizations have not done enough to make workplaces equitable for neurodivergent people, reduce stigma, and improve understanding about neurodiversity. “This is something that all workplaces should embrace,” he adds. “Not only is it the right thing to do for the workplace and the people, but it’s right for the bottom line, for the company, for leaders, and for mankind. I mean, it’s quite clear.” Companies that make their workplaces inclusive of neurodiversity see higher productivity, employee engagement, and retention rates. But general awareness about the condition still has a long way to go. Around 68% of employees polled by a management consulting firm earlier this year said they were unfamiliar with neurodiversity, and only 14% said they received training on managing a neurodivergent employee. It’s up to HR teams to work with managers to help them understand these conditions, how accommodations can support neurodivergent employees, and what training they need to supervise them. Disability accommodations are often wrongly believed to be expensive and challenging to provide. In reality, most accommodations employers make are free, according to the U.S. Department of Labor’s Job Accommodation Network, and one-time accommodations that did cost money were just $300 on average. However, HR teams must also ensure employees know it is okay to ask for an accommodation, how one can be requested, and who workers should approach to request one. Around 60% of neurodivergent respondents said they have no idea what accommodations they are entitled to, and 49% do not know who to talk to about requesting an accommodation at work. Paige McGlauflin [email protected]

Check out our latest blog considering Mental Capacity in practice. #mca #mentalcapacity #decisionmaking #rights #autonomy #blog #LeDeR