Find Your Community, Improve Workplace Productivity
How does the community impact your experience? Have you noticed when you are with a group of people who share your values or interests, you may be more engaged or even happier? How can that be?
When we are in the company of those who align with our core beliefs, a greater sense of belonging and understanding blossoms. In Applied Behavior Analysis (ABA) science, we often consider the environment the key factor in behavior change. This is because the environment acts as a “spark” for behavior. We have all been trained to behave with people and places in certain ways. When we are in the presence of a supportive and like-minded community, it can enhance aspects of our lives, including emotional well-being, motivation, and the quality of work. And workplaces can use this model to support employee performance, specifically fostering environments where individuals with varying cognitive strengths and preferences can thrive.
Employee Resource Groups (ERGs) are typically voluntary, employee-led communities within a company that are formed based on shared values or experiences, such as race, nationality, gender, sexual orientation, disabilities, and even mental health issues. The history of ERGs can be traced back to the 1960s and 1970s when the concept of racial discrimination and promoting equal opportunities for underrepresented groups within the workforce gained movement. Today, we see that almost 90% of Fortune 500 companies have ERGs, and oftentimes, they are directly tied to the business goals of promoting inclusive workplaces.
As the concepts of workplace diversity and inclusion continue to evolve and are starting to incorporate brain-based differences, ERGs have been impactful in helping to remove workplace stigma, specifically around neurodiversity.
Neurodiversity acknowledges and celebrates the diversity of neurocognitive functioning conditions such as autism, ADHD, dyslexia, and more. While every neurodivergent person is unique, research is beginning to indicate that autistic individuals are rated high in areas such as retention, work performance, attention to detail, and reliability. However, organizations and employers lack awareness and education on establishing neuroinclusive practices to provide equitable opportunities for neurodivergent minds.
This is where ERGs are beginning to play a pivotal role in amplifying voices and creating spaces where neurodiversity can be fully embraced. ERGs often organize events, workshops, and initiatives to celebrate diversity and raise awareness. In my experience of working with companies with these dedicated groups, I have seen various focus areas that help to spread education and elevate the lived experiences of neurodivergent minds. Groups of neurodivergent employees who are looking for support or even groups of parents of neurodivergent children who are sharing resources allow employees to exchange resources, offer a sounding board, or learn new approaches or systems that would benefit themselves or their children.
This can be a powerful approach to removing stigma and biases around workplace neurodiversity. And once employees feel safe to be themselves and are more understood by their peers and leaders, they can begin to unleash creative and innovative ideas– greatly benefiting the company’s bottom line in multiple ways.
Companies of all sizes can put in efforts to create these communities. In some cases, you may find employees eager to identify opportunities where they can collaborate or lead these groups and disseminate helpful information among their workplace colleagues.
Notice how you feel this week when you are in a workgroup that uplifts you, validates you, and understands. If you would like to create a community and a focused group on promoting neurodiversity within your workplace, do your career a favor and reach out.
