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Reference: Ludmila N. Praslova asks the question: "Historically, most organizations have approached inclusion sequentially : gender this year or two, race next, then sexual orientation, and maybe someday disability and age. Or maybe class. Or neurodiversity. Generally, sequential inclusion is expanded from the power center to bring in the next-most “acceptable” characteristic. But what happens if someone is an older, Black, visibly disabled woman? Or any other person who hap

Reference: https://www.acas.org.uk/research-and-commentary/neurodiversity-at-work-research-practice-and-policy/report Neurodiversity refers to natural variation in how people think, learn, and process information. Around 15–20% of adults are neurodivergent, a figure expected to rise as awareness improves. Neurodivergent conditions are lifelong, often co-occurring, and unevenly diagnosed due to gender, race, and socioeconomic bias. In the UK, some neurodivergent conditions m

Reference: Breaking Down Barriers – Improving the Workplace Experience for Neurodivergent Canadians (2023). Feel free to download here Despite strong evidence that neurodivergent employees contribute innovation, diverse thinking, and high-value skills, they remain significantly under-employed in Canada. The report finds that the single biggest barrier is a lack of awareness and understanding of neurodiversity, which fuels stigma, bias, and exclusion throughout hiring, mana