Supporting Neurodiversity Inclusion In The Workplace

Intended audience: DEI leaders, managers, employees, leaders in the workplace, and allies. Neurodiversity awareness

What you'll learn

Neurodiversity and what it means

The Different Types of Accommodations for Neurodiverse Employees

The advantages of divesifying your workforce

How the ADA Factors in to Workplace Accommodations

Requirements

No prerequisites necessary

Description

Learn to become an amazing ally to your Neurodiverse colleagues, and provide them with the right kind of support that helps them thrive!THIS COURSE WAS CREATED LARGELY BY NEURODIVERSE INDIVIDUALSOne of the contributors to this course is Robert Wechsler who is a Human Resources professional. He is passionate about DEI (Deiversity And Inclusion), and shares many good practices and legislation passed to support Neurodiverse individuals in the workplace.There is also an interview I conducted with Sam Robinson who identifies as a Neurodiverse individual. He shares his journey of self-discovery and discovery of Neurodiversity. He also shares some of the challenges he faced at work, solutions, and ideas for how everyone can support their Neurodiverse colleagues. THE RANGE OF NEURODIVERSITYNeurodiversity encompasses conditions such as Autism Spectrum Disorder (ASD), ADHD (Attention Deficit Hyperactivity Disorder, Dyslexia, Asperger's Syndrome, and Sensory processing disorder.INCLUSIVE HIRING PRACTICES THAT AVOID UNCONSCIOUS BIASYou will also learn about how we all have some degree on conscious and unconscious bias, how we can identify our biases, and work to reverse them.DISCLAIMER: Some of the laws discussed in the course are US-based laws that don't apply in other countries. If you are not based in United States, please research what laws related to Neurodiversity and inclusion are present in your country.Enroll today, and learn to be a great ally to your Neurodiverse colleagues, and set them up for success in the workplace!

Overview

Section 1: An Introduction to Neurodiversity

Lecture 1 Welcome and introduction to the course

Lecture 2 Disclaimer about the laws mentioned in this course

Lecture 3 A Beginner's Guide to Neurodiversity

Lecture 4 Common examples of Neurodiversity

Lecture 5 The Americans with Disabilities Act (ADA)

Section 2: Fostering Inclusion of All Abilities in the Workplace

Lecture 6 Utilizing the ADA When Requesting Workplace Accommodations

Lecture 7 How the EEOC Prohibits Workplace Discrimination

Lecture 8 Challenging Misconceptions Surrounding Neurodiversity in the Workplace

Lecture 9 Ways to Support Neurodiversity in the Workplace

Section 3: Potential real-world situations

Lecture 10 What to do if you hear something bad said about a Neurodivergent co-worker

Lecture 11 Why you should never ask someone about a syndrome- neurodivergent or otherwise

Lecture 12 What are some ways you can be an ally to Neurodivergent colleagues?

Section 4: Interview with Sam Robinson who identifies as being Neurodiverse

Lecture 13 How Sam started his journey in Neurodiversity

Lecture 14 How Sam felt at work before learning about Neurodiversity, and after

Lecture 15 The sensitive approach and questions to ask co-workers who might be Neurodiverse

Lecture 16 Situations where you are not sure whether voicing needs is appropriate

Lecture 17 What proactive things can Neurodiverse individuals do to speak up

Lecture 18 How other people can start their Neurodivergence self discovery journey

Lecture 19 Mentors and resources for Neurodiverse individuals

Lecture 20 What friends can say and do to offer support

Lecture 21 How not to be offensive by accident

Lecture 22 Other ways to avoid being offensive by accident or by classifying people

Lecture 23 Skills and mindsets that potential allies must foster in themselves

Lecture 24 How to stand up yourself in difficult moments, and handle tense situations

Lecture 25 More ways to handle difficult situations

Lecture 26 Parting words from Sam, and how to reach him

Section 5: Alex Genadinik's experience with Neurodiversity

Lecture 27 Alex Genadinik's experience with Neurodiversity and how I dealt with it

Section 6: Unconscious bias

Lecture 28 Unconscious bias section introduction

Lecture 29 What is unconscious bias, and why it's such a paradox

Lecture 30 Diversity after getting rid of unconscious bias in order to hire the best people

Lecture 31 In-group belonging confusion

Lecture 32 Confirmation bias and first impression bias

Lecture 33 Pet peeves and "less reasonable" personal preferences causing unconscious bias

Section 7: Organizing the interview

Lecture 34 Write down your requirements and create quantifiable tests for candidates

Lecture 35 Bias in what you look for in candidates

Lecture 36 Remove name, photo, gender, age, resume source from the screening

Lecture 37 Don't jump to conclusions too early during the interview

Section 8: Exercises to uncover unconscious bias

Lecture 38 Unconscious bias test 1: Circle of trust affinity bias or in-group bias

Lecture 39 Unconscious bias test 2: father and son exercise

Lecture 40 Answer to unconscious bias test 2: father and son exercise

Lecture 41 Harvard implicit bias test

Section 9: Getting rid of bias through exposure

Lecture 42 Getting rid of bias through exposure

Lecture 43 Study on UB training (Unconscious bias training)

Section 10: Protecting yourself from gaslighting

Lecture 44 Section introduction - protecting yourself from gaslighting

Lecture 45 Gaslighting definition

Lecture 46 Who is most susceptible to gaslighting

Lecture 47 Why people gaslight: defense and manipulation mechanism

Lecture 48 Ideal world behavior: being graceful, sincere, and using kindness and respect

Lecture 49 Common gaslighting statements you will hear - recognize them quickly

Lecture 50 More gaslighting language to look for

Lecture 51 Actions and phrases to give yourself space and make a strategy to move forward

Lecture 52 Initial steps to stop gaslighting (and many similar forms of bullying at work)

Section 11: Conclusion

Lecture 53 Conclusion

Individuals looking to diversify their workforce, better accommodate peers with exceptionalities and neurodivergencies, and those who wish to be aware of the protections offered to them and other colleagues who may not be neurotypical