How a DEI Climate Can Enable Allies and Support People Who Are Neurodivergent

Representation is vital in the workplace. This chapter looks beyond increasing representation of minoritized groups; instead, it focuses on strategies to attract and retain these employees (i.e., cultivating neurodivergent-supportive climates), which has been difficult to explore in the literature. This chapter focuses on talent in individuals who are neurodivergent (e.g., autism, mental health, Tourette syndrome). Employees who are neurodivergent, due to the invisible nature of their conditions, may be experiencing a lack of accommodations and support to enable them to maximize their abilities. They may fear experiencing discrimination, and thus make decisions to not disclose their disability and thus not request accommodations. We highlight the research that examines the antecedents that may strengthen (e.g., improved diversity composition) or weaken (e.g., faultlines) employee perceptions of a DEI climate as this influences the effectiveness and reach of this climate. Then, we present recommendations to foster a neurodivergent-supportive climate including social support (e.g., mentorship), structure (e.g., universal design), and the environment (e.g., flexible work environments). Importantly, this chapter identifies allies as a key component in facilitating neurodivergent-supportive climates. This chapter provides insights that can help organizations create an equitable and inclusive workplace climate that promotes the success, well-being, and participation of neurominorities.