42 DIVERSEability Magazine www.diverseabilitymagazine.com

DIVERSITY & INCLUSION

T

he social impact nonprofit and lifelong guide for those with learning and think- ing differences, Understood.org, released in- sights from a new study called the Employee DEI Experience Study. Their findings sug- gest that while the commitments American employers made to increase workplace di- versity, equity and inclusion (DEI) seem to be resonating, with 85 percent of employees stating their employer is inclusive and em- braces employees as their true selves, there is room to grow when it comes to supporting neurodiversity. According to the study, 64 percent of American employees feel their place of work values diversity and shows it in their actions, but less than half of employees (47 percent) saw neurodiversity as something that was supported by their organizations. In compar-

64%

of American employees feel their place of work values diversity and shows it in their actions, but less than half of employees (47%) saw neurodiversity as something that was supported by their organizations.

Don't Forget Neurodiversity in Your DEI Strategy

By Tawanah Reeves-Ligon

The study also dissected how compa- nies are setting up employees to thrive in the workplace, unveiling that 28 percent of employees say they have struggled with not having the right office set up, technology or tools (accommodations) needed to do their job properly. Fifty four percent of respondents in the Employee DEI Experience Study said they have asked an employer for an accommoda- tion to help them do their job better; however, there is still work that companies must do to make sure all employees feel empowered and supported, as: Employed men (54 percent) are significa- ntly more likely than employed women (37 percent) to have asked for an accommodation that was granted. Hispanic and Black employees (15 percent each) are significantly more likely to have asked for an accommodation that was denied versus white employees (8 per- cent).

The Harris Poll conducted an online survey among 1,125 employed U.S. adults in March 2022 to uncover employees attitudes and ex- periences regarding their workplaces' diversity, equity and inclusion efforts.

ison, among the 64 percent of employees who say their employer values diversity: White employees (68 percent) are more likely than Black employees (53 percent) to feel their employer values diversity and shows it in their actions. 65 percent say their employers show it by supporting and/or empowering women. 55 percent say their employers show it by supporting and/or empowering individu- als with physical disabilities. 50 percent say their employers show it by supporting and/or empowering the LG- BTQ+ community. What do these study findings tell us? While companies have made notable strides to increase their DEI efforts, they are falling short in considering the one in five employees in the U.S. who have a learning or thinking difference. To help combat this disparity, organiza- tions should seek additional knowledge and relevant DEI training. For example, due to their study findings, Understood.org unveiled a comprehensive DEI program that includes on-demand and virtual live, disability-inclu- sion training, as well as workplace assess- ment and action plan services for employers invested in building inclusive workplaces. The fact remains that not everyone experi- ences the workplace in the same way. People with disabilities are continuously left out of recruiting and hiring efforts. The Bureau of Labor Statistics reports that the 2021 unem- ployment rate for people with disabilities was twice that of people without. A key reason for this may be that 61 percent of managers and 51 percent of HR professionals have never participated in disability and inclusion train- ing, according to Understood.org and Society for Human Resource Managements Employ- ing Abilities @Work Report. Meanwhile, the same study showed that less than 15 percent of organizations invest in disability inclusion initiatives at work. As companies focus on improving their rhetoric and actions around neurodiversity, workplace programs like this are imperative and should be considered relevant to all levels and functions of an organization. By break- ing down stigma and misconceptions, edu- cating staff and enhancing the capabilities to implement disability inclusion, employers can support and enhance their companys commitment to making workplaces more eq- uitable, supportive and productive for all.

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COURTESY OF UNDESTOOD.ORG