Fostering Neurodiversity in the Workplace

Why is Embracing Neurodiversity in the Workplace Essential? 


Innovation and creativity start when we bring together different perspectives. Diversity, however, is not just about race, gender, or background -  it encompasses the diversity of our minds. As we celebrate Neurodiversity Week, it is an excellent time to reflect on how embracing neurodiversity in the workplace is not just a positive concept but a transformative approach. 

What is Neurodiversity? 

Neurodiversity acknowledges that neurological differences, such as autism, ADHD, dyslexia, dyspraxia, Tourette syndrome, and others, are natural variations in how our brains function. These variations bring unique strengths and abilities. 

How to Build a Neurodiverse-Friendly Workplace? 


Creating a welcoming workplace for neurodivergent employees isn't just about recruiting them—it's about making them feel appreciated, supported, and feel comfortable to be themselves. 


How can we create an inclusive workplace? 


1. Cultivate Awareness and Understanding 


One of the biggest barriers that neurodivergent individuals have is misunderstanding. Ongoing education for employees and managers about neurodiversity is crucial to reduce bias and foster a culture of empathy and acceptance. Awareness goes a long way toward making someone understand and support them. 


2. Provide Opportunities for Career Development 


Provide training and development programs, as well as providing mentorship and coaching to empower neurodiverse employees reach their full potential for promotion and advancement. 


3. Offer Flexibility and Support 


  • Implement flexible work arrangements, including remote work and adjusted hours, to accommodate varying energy and concentration levels. 
  • Ensure clear and consistent communication. 
  • Provide options for how information is consumed and processed. 

 


The Benefits of Neurodiversity: 
Individuals with autism may have strengths in pattern recognition and detail orientation. Individuals with ADHD may thrive in dynamic environments and excel at creative problem-solving. When organizations value these diverse abilities, they unlock innovation, fresh perspectives, and a competitive advantage. 

Embracing neurodiversity is not only ethically sound but also strategically advantageous: 


  • Enhanced Innovation: Diverse cognitive styles lead to groundbreaking ideas. 
  • Improved Problem-Solving: Varied perspectives yield robust solutions. 
  • Increased Productivity: When employees feel supported and included, they perform optimally. 

 


HR Leaders, It's Time to Take the Lead 


HR professionals have a critical role in influencing workplace culture. By making neurodiversity a priority, HR departments can create spaces where all employees can thrive. 


During Neurodiversity Week, let's move beyond awareness and take action. Let's build workplaces where every individual is valued, where diversity is a strength, and where innovation is paramount. Let's create a more inclusive and equitable future. 




This blog was written by Zahra Aghababaei, a member of the Social Media Committee at CPHR Alberta.   


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



By Jessica Jaithoo September 29, 2025
Author: Ada Tai, MBA, CPHR, SHRM-SCP I’ve been watching the pace of corporate restructuring accelerate this year, and it’s striking how no sector seems immune. ConocoPhillips is reducing its global workforce by a quarter. Intel is preparing to slash 24,000 jobs in one of the largest shake-ups in its history. Salesforce is eliminating 4,000 positions as it doubles down on its AI strategy. Paramount Skydance, fresh off its blockbuster merger, is shedding up to 3,000 roles; while Hudson’s Bay, a retailer that’s been part of Canada’s identity for more than 350 years, is closing its doors and letting go of more than 8,300 employees. Add to that layoffs at Starbucks, Amazon, PwC, Burberry and even Recruit Holdings, the parent company of Indeed and Glassdoor 1 , and the picture becomes clear: we’re in the middle of a global restructuring storm, where technology, cost pressures, and shifting markets are re-writing the rules of work. In my recent conversations with business leaders, one theme keeps surfacing: many are contemplating a restructuring of their own. However, they’re not just looking to cut costs; they’re seeking a clear strategy. That’s what this guide is about: how to prepare for restructuring with purpose, clarity, and humanity. Step One: Define the "Why" Restructuring is one of the most complex decisions a company can make. Done poorly, it can destabilize operations and damage culture. Done well, it can reset the business for future success. The starting point is always the “why.” What problems are you solving? Common drivers include: Financial distress - Reducing costs and/or improving profit margin to stabilize the business Market changes - Pivoting toward new products, services, or geographical territories Technology shifts - Re-organizing to adopt AI, automation, or other innovations Efficiency and competitiveness: Streamline structures or flatten hierarchies The objectives must be specific, measurable, and aligned with the company's long-term vision. This "why" is the foundation for the entire plan and is essential for communicating with stakeholders. Step Two: Define the “What” Once the purpose is clear, organizations can proceed to define the scope. Which functions are absolutely critical to preserve? And which areas could be restructured, consolidated, or phased out? This stage is about mapping priorities. In my work with clients, I often find that once they clarify their non-negotiables, the rest of the plan comes into focus much more easily. Step Three: Plan the “How” Too often, companies jump straight to layoffs, but effective restructuring requires scenario planning. Before jumping to layoffs, I’d advise businesses test different options to see which will lead to the best results for their company. This might include a hiring or salary freeze, reduced hours, offering voluntary exits, retraining employees, or re-deploying talent to new roles. Each option carries different financial, operational, and cultural impacts. Running these scenarios before making cuts prevents costly missteps.  Equally important: restructuring can’t be run by a single department in isolation. Organizations need a cross-functional team of leaders, supported where needed by external advisors who bring objectivity and specialized expertise.
By Jessica Jaithoo August 8, 2025
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By Jessica Jaithoo August 7, 2025
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