Addressing the workplace barriers faced by neurodivergent talent contributes to a more inclusive work environment and employee wellbeing for all, as Ludmila Praslova, Ph.D., states in her article An Intersectional Approach to Inclusion at Work published in Harvard Business Review.
In the article, the author postulates two essential requirements for inclusion at work:
- “Systemic inclusion that considers intersectionalities, comprehensively addresses all barriers, and embeds inclusion in all talent processes and decision-making mechanisms. It calls for inclusion by design, thoroughly and thoughtfully planned.”
- Inclusion from the margin. Creating systems that include the most marginalized and those identifying with multiple marginalized groups is the fastest way to include all. It also requires the participation of the marginalized. People don’t notice barriers they don’t face. Those impacted by barriers others don’t notice (or only notice when the problem becomes extreme) are best qualified to design the barrier-free future of work.”
To help remove barriers and break the cycle of systemic discrimination, Praslova developed a model for creating inclusive organisations: A set of six evidence-based principles that can support the inclusion of autistic people and other marginalised groups: participation, focusing on outcomes, flexibility, organizational justice, transparency, and the use of valid tools in decision making. Read the full article for a detailed explanation of the principles.
The quotes in this summary are taken directly from the Harvard Business Review article An Intersectional Approach to Inclusion at Work.
P.S. This is definitely a must-read!
