The New Imperative of Neurodiversity in the Workplace: What EAPs and Employers Need to Know

Abstract

If you did a Google search on the term “neurodiversity” three years ago, you would not have found much. Today, you would find over 30 million hits, hundreds of articles by researchers, academics, and numerous websites dedicated to the topic. The Society of Human Resources Professionals has added the topic to their website, to conference topics, and has requested whitepapers on the subject. Employers are receiving a surge of requests for accommodations based on neurodistinctions. They are receiving demands to add neurodiversity to their DEIA (Diversity, Equity, Inclusion, and Accessibility) programs, and supervisors are attempting to navigate conversations on the topic. As workplace mental health experts, EAPs too must be in sync with their employer clients and are also scrambling to understand this emerging area and its implications for EA practice. While recognizing the current elevated focus on this topic now, it is important to recognize that the neurodiverse population has been with us as long as there have been humans. Some DEIA experts believe the attention on neurodiversity is long overdue, pointing out that previous efforts by employers have been limited mostly to com- plying with the Americans with Disabilities Act (ADA). Neurodiversity (ND) and DEIA experts believe the ND community can benefit from more comprehensive employer support. There are some key facts that the authors think are most helpful for all EAPs and employers.