8. Counsellors to inform staff about the planned disclosure of neurodivergence and its benefits in terms of enabling access to reasonable accommodations that might be required.
9 Explore the role of the IPS disability employment support model in assisting clients to confidently and safely disclose their neurodivergence should they desire to do so.
10. Invest in research that explores the possible ways in which greater contact between neurotypical and neurodivergent staff members might be achieved.
11. Promote a culture where diversity and inclusion are openly celebrated and neurodivergent employees (including those at an executive level) are safe to disclose their neurodiversity should they wish to.
By Damian Mellifont PhD
(Source: Mellifont, 2021, pp.67-68). Mellifont, D. (2021). Facilitators and Inhibitors of Mental Discrimination in the Workplace: A Traditional Review. Studies in Social Justice, 15(1), 59-80.