Are you worried about neurodiversity grievances?

Aug 31 / Crystal Bowen

Read the Accessible PDF!

Write your awesome label here.
Industry Trends

You should be...

... Considering the rising number of human rights complaints and WCB claims being awarded in favour of neurodivergent employees.
This is predictable considering the momentum mental health and psychological safety litigations have been gaining over the recent years. Let's bring attention to the current state of affairs for autistic, ADHD and otherwise neurodivergent workers.

It is estimated that 65-85% of autistic people are unemployed in Canada. That is 4 times higher than Canadians with other disabilities. Yet, many of these people are talented, smart, competent and capable individuals.

The problem might be your practices and biased expectations, and the solution is easier than you think. Create a culture of neuro-inclusion.

Three Things You Can Do to Protect Yourself from Neurodiversity Litigations...

Instead of asking "What do I need to be compliant?", ask yourself instead, "What am I doing that could be creating barriers for my employees and preventing them from performing at their best?"

 Win win, right?!

Where Should You Start?

Fundamental Skill Building

Learn the fundamental skills you need for neuro-inclusion.

Bust Your Biases

Learn to recognize  neurodiversity bias and respond effectively.

Practice and Learn

Practice what you learn with everything you do.

Your Weekend Learning Challenge...

—

1

Review the Recent Claim

Review the details of this recent claim involving an Alberta registered nurse.
“There is evidence to the contrary that not only has the employer not reached the point of undue hardship, if it follows the Accommodation Agreement as it should, the grievor can successfully perform her duties as an RN to the required level with appropriate supports in place,” the labour grievance arbitrator said.
2

Reflect on Current Practice

Pick a current workplace practice you are doing and consider these questions:
  • What are the outcomes I am trying to meet by doing things this way?
  • What about this practice could have created a challenge or barrier for the worker in this scenario?
  • What could I do differently or what could be more flexible to make things easier for these workers?
3

What Next? Reduce Risk

Our team of collective consultants can help you reduce your risk by:
  • Reviewing your workplace policies, procedures, and cultural practices. 
  • Providing you with competency-based neurodiversity coaching and training.
  • Enhancing your fairness culture, DEI strategies, and performance management programs.

Book a Consult or Training!

Our team of thought leaders are prepared to support you no matter your needs.
We help you find the right solution for you.
Created with