Employer and EmplOYEE Training

Establish a basic understanding of neurodiversity versus neurodivergence and sensory processing and regulation. We will explore sensory seeking or avoiding behaviors under the lens of self-regulation. By defining and discussing sensory processing and sensory systems as a universal human condition, we can discuss the 8 sensory systems including ways that people can seek or avoid input as a means of self-regulation. The conversation closes with ideas to help support regulation and ample time to ask questions.   

• 2 Hours
• Must be taken prior to other workshops.
• In person or Hybrid

 There is a workforce that is untapped, talented, and ready to work. However, there are barriers in our hiring and employment practices that often limit access to these individuals. Employers must have a basic understanding of neurodivergence to effectively recruit and retain neurodivergent workers. 

Harvard Business Review reports teams that incorporate neurodivergent employees are 30% more productive. Learn how your business will gain a competitive edge increasing diversity in skills, ways of thinking and approaches to problem solving.  

• 2 Hours
• In Person or Hybrid

 With an understanding of our sensory systems and the barriers that are present in the workplace, we can build work environments that are supportive to all. You can turn a private office or large business into a sensory supportive space. By creating a sensory supportive work environment, productivity increases, fatigue and headaches decrease, and there is a decrease in staff burnout. Participants will begin to observe their spaces and make simple changes to support their employees. Often employers see sick calls decrease and productivity increase. The bonus is a positive elevation in workplace culture.  

• 2 Hours
• In Person or Hybrid

Neurodiversity encompasses a range of neurological differences, such as autism, ADHD, dyslexia, and others. Embracing neurodiversity in the workplace not only aligns with your commitment to diversity and inclusion but also brings unique perspectives, skills, and talents to your organization. To ensure you are attracting and retaining the best talent, it is imperative that job descriptions and postings attract candidates that are neurodiverse.

Once candidates apply, ensuring that the interview and onboarding process is inclusive in communication and delivery can increase the success of the interview and onboarding. This leads to decreased administrative time and training, along with increased employee satisfaction and success. 

Creating a culture of communication within the company that accommodates a diverse group of learners, thinkers and communicators enhances performance outcomes, workflows, and gives employees the confidence to meet deadlines. 

Our consulting is customized to meet your needs and can include the following and more:

Human Resources Support

• Implement framework and policies to encourage a diverse range of applicants. 
• Create accessible and unbiased interview policies and procedures. 
• Review onboarding and training materials. 
• Support the development of policies and procedures for supporting employees with sensory support needs. 

Enhance Communication of Expectations & Performance

• Implement standardized supports to enhance communication between supervisors and employees. 

Other supports as needed based on consultation.

A sensory-supportive workplace recognizes and accommodates the diverse sensory needs of employees. By creating an environment that considers sensory factors, we can significantly improve the well-being, job satisfaction, and productivity of our workforce. Continuing to support employees after onboarding improves retention and strengthens overall performance within the company.

Audits are customized to meet your business needs and can include the following and more:

Sensory Audit

• Conduct a detailed sensory audit of the workplace to identify potential sensory challenges and opportunities for improvement. This includes collaboration with management, employees, and relevant stakeholders to gather insights into specific sensory needs and preferences.

Policy and Procedure Audit

• Assess existing policies and procedures related to the work environment to ensure they align with best practices for sensory support.
• Propose revisions to enhance the sensory-friendly and executive function aspects of the workplace.

Physical Environment Modifications

• Recommend and implement physical modifications to the workspace to address sensory challenges.

Technology and Tools

• Explore and recommend technology solutions and tools that can enhance the sensory-supportive aspects of the workplace.

Continuous Monitoring & Improvement

• Establish a framework for ongoing monitoring and improvement to ensure the sustained effectiveness of sensory-supportive measures.

Other supports as needed based on consultation.