Today we have a very special interview with Grant Harris, who is the founder and president of GTH Consulting, LLC, a boutique management consulting firm offering customized diversity, equity, inclusion, and accessibility (DEIA), organizational development, and human capital services to public and private clients.
Grant is a Certified Diversity Executive (CDE®), a 3X-published autistic author, consultant, speaker, and corporate board member. His work helps institutions move “From Compliance to Community”™ to achieve organizational excellence while promoting neurodiversity in the workplace, from the boardroom to the mailroom.
Learn more about Grant and his work here: https://linktr.ee/grantharris
Grant also facilitates a peer support group for professionals who identify as neurodiverse to support each other to live a life full of distinction. Learn more here: https://bit.ly/GrantHarrisGroup
In this article, we’ll dive into his insights on neurodiversity, its integration within DEI strategies, and its impact on the workforce.
Let’s get into it.
Welcome, Grant! Thank you for sharing your insights with us.
Could you help explain what neurodiversity means and how it fits into a broader DEI strategy?
Neurodiversity encompasses the different ways the brain operates and the way people behave. It goes beyond just the brain and includes the entire nervous system throughout the body.
Neurodiversity includes various terms such as neurodiverse, neurotypical, and neurodivergent, but I prefer the term neurodistinct to highlight the uniqueness of people as individuals, not just parts of larger groups.
Neurodiversity is an essential aspect of a broader Diversity, Equity, and Inclusion (DEI) strategy as it recognizes and values the differences in how people’s brains work and the associated lived experiences in and out of the workplace. It promotes the understanding that everyone is neurodiverse, regardless of whether they are neurotypical or neurodistinct. It challenges the norm based solely on medical pathology and emphasizes that neurodistinct people have their own strengths and perspectives.
Neurodiversity is not a disease but a natural variation in human cognition and behavior, and it is important to consider and support neurodiversity in all aspects of life, from the boardroom to the mailroom, to create an inclusive and diverse environment.
What are some common challenges neurodiverse employees face in traditional work environments, and what misconceptions should be addressed?
Neurodistinct employees in traditional work environments often face common challenges related to communication, social interaction, and sometimes eye contact. These challenges can affect their ability to navigate corporate jargon and understand implicit messages in the workplace.
However, it is important to approach these challenges from a strength-based perspective and recognize the unique contributions that neurodistinct people offer the workforce.
One misconception that should be addressed is the notion that neurodistinct workers are either less intelligent or possess extraordinary superpowers. Placing individuals into categories of high or low functioning disregards the diversity within neurodiversity and perpetuates an “us versus them” mentality.
Embracing neurodiversity means acknowledging that everyone has different strengths and perspectives and that collaboration and inclusion can benefit the entire workplace.
How can companies educate their teams to prevent these misunderstandings? What are some practical steps to create a more inclusive workplace for neurodiverse employees?
To create a more inclusive workplace for neurodistinct employees, companies can take practical steps to ensure a more supportive environment.
Firstly, using neuro-inclusive language is crucial, emphasizing the positive attributes and strengths that neurodistinct employees at all levels exhibit in the workplace. Avoiding deficit-based language and labels that perpetuate hierarchical views of intelligence and/or capability are essential.
Additionally, companies should focus on communication by being straightforward and direct where possible, providing multiple ways for people to interact with information in and out of meetings. This could look like implementing inclusive practices like pre-meeting agendas, captions, and post-meeting summary transcripts, which leads to greater collective understanding, fewer errors, and more productivity for everyone.
Another opportunity for organizations to demonstrate excellence in practicing inclusivity is through the accommodations process. Accommodations are legal and formal ways to provide support in the workplace, ensuring that disabled workers, including neurodistinct ones, can thrive. This can include providing noise-canceling headphones to help with focus, screen readers for accessible information, flexible schedules, and/or compressed work hours.
Accommodations can also be informal adjustments that support employees without requiring the formal accommodation process. These adjustments can be personalized to meet the specific needs of neurodistinct team members and directly contribute to their overall productivity and well-being.
It is important to note that these accommodations and adjustments not only benefit neurodistinct employees but also contribute to a more inclusive and supportive environment for everyone in the organization.
Inclusive leadership plays a crucial role in providing these opportunities for employees and creating an atmosphere of psychological safety. By embracing and facilitating these adjustments and accommodations, senior leaders can witness increased employee engagement and psychological safety, ultimately leading to a more fulfilled workforce and a positive bottom line.
Could you give examples of policies or practices that you’ve seen or worked on which have been effective?
Effective policies and practices that I’ve seen or have been implemented include:
- Time Management and Focus Time:
Providing employees who need it with blocks of uninterrupted time throughout the workday allows them to optimize their focus and output. By understanding that the human brain can only focus for 3-4 hours at its peak, organizations can encourage employees to use their time wisely and engage in tasks that require hyper-focus. This can be accomplished through techniques like time boxing, where one works on specific tasks in designated time slots and takes scheduled breaks in between.
- Batching Tasks:
Some individuals find it more productive to work on a set number of tasks within a specific timeframe, rather than having various tasks scattered throughout the day. By grouping similar tasks together and dedicating focused time to completing them, workers can be both efficient and effective.
- Movement Breaks and Accommodations:
Recognizing that movement is important for certain people, organizations can encourage employees to take breaks where they engage in activities unrelated to work. This can involve physical movements, such as pacing or stretching, to help with focus and energy management. Accommodations like standing desks or flexible workspaces can also support employees who find it beneficial to be in motion while working.
- Structured Time and Timers:
Utilizing structured time blocks, such as 20 minutes of intense work and brief breaks, can increase productivity and prevent burnout.
Using timers allows workers to maintain a structured workflow and allocate time effectively.
These examples highlight the importance of understanding individual preferences and needs when it comes to time management, focus, and movement. By offering these adjustments, organizations can create a supportive environment that not only enhances productivity but also builds a sustainable workforce.
How does embracing neurodiversity impact employee engagement?
Embracing neurodiversity in the workplace has a significant impact on employee engagement. By creating inclusive environments that value and support diverse neurotypes, organizations can realize the untapped potential of a diverse talent pool.
This, in turn, leads to increased employee engagement, better communication, improved management practices, and a more attractive brand image to stakeholders and the public.
Research indicates that neuro-inclusive environments can result in up to 75% more engagement, 50% higher productivity, and 70% less stress among employees. Fortune 500 companies are recognizing the value of neurodistinct talent and actively seeking to recruit applicants with diverse neurotypes.
The human capital impact of neuro-inclusive environments is evident, and the consensus is that it brings about significant positive outcomes for both employees and organizations alike.
Lastly, as we look ahead to 2025, what trends do you foresee in the awareness and integration of neurodiversity in professional settings?
Currently, about 15-20% of the world’s population identifies as neurodivergent, but I believe that the actual percentage is much higher. Many more people may fall within the neurodivergent spectrum but haven’t been diagnosed or are unaware of their condition. As mental health stigma continues to decrease and self-awareness grows, I anticipate a greater recognition and appreciation of neurodiversity.
The younger generation, Gen Z, is tuned into the overall mental health discussion and neuro-inclusion. In the next five years, over 50% of Gen Z will enter the workforce, becoming the majority of workers. They have grown up discussing these topics and are more likely to prioritize brands and workplaces that embrace neurodiversity.
Additionally, I expect to continue to see an increase in the Fortune 500 actively seeking neurodivergent talent. This positive trend demonstrates progress, even though there may still be ongoing discussions about inclusivity and acceptance. The fact that these gates are being opened and neurodistinct people are being welcomed is a positive step forward for workplaces everywhere.
This shift reflects a broader movement towards inclusivity and the acknowledgment of diverse strengths in the workplace.
Learn more about Grant and his work here: https://linktr.ee/grantharris
Grant also runs a peer support group for Black male professions who identify as neurodistinct that meets biweekly to support each other in navigating life and work to live a life full of distinction. You can learn more here: https://bit.ly/GrantHarrisGroup
