Corporate Training

Neurodiversity in the Workplace

 Creating a neuro-inclusive workplace 

Actionable Conversations 

A candid, interactive presentation centered on creating allyship within your organization for neurodivergent employees and candidates. 
 

grit & flow will address your organization's most pressing questions surrounding enhancing Neurodivergent equity and inclusion. The discussion includes grit and flow's neurodivergent consultants and will be facilitated by organizational psychologist and mother of two neurodivergent, Dr. Tiffany Jameson. 

Learn how to begin creating a culture of neurodivergent allyship within your organization. 

 

Objective:
1. Learn about actionable steps your organization can take to create a more inclusive and equitable workforce 
2. Be an active part of the roundtable/discussion and help shape an actionable path forward. 

3. Greater Neurodiversity awareness and comprehension. 

 

Outcome:
1. Beginning steps taken towards enhancing Neurodivergent workplace equity, inclusion, and allyship. 
2. Equipped with actionable strategies and next steps 

3. Advance neurodivergent allyship within your workplace.  

Value Proposition:

  • Enhance neurodivergent equity and inclusion. 

  • Judgment-free space to participate, ask questions, and develop actionable E&I next steps. 

  • Research-based strategies. 

  • Greater understanding and awareness of Neurodiversity 

  • Increased psychological safety and opportunities for disclosure. 

  • A crucial step for any E&I initiative or department. 

 

Delivery: In-person, Remote, Hybrid 

Duration: 60-90 Mins

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Accommodations 

Accommodating Candidates & Employees Micro Traings

grit & flow has combined evidence-based research with first-person experiences to create a variety of micro trainings on supporting candidates and employees who are neurodivergent or who have disabilities. Choose from an array of accommodation micro trainings which include but are not limited to ADHD, Autism, Dyslexia, Dysgraphia, Dyscalculia, Cerebral Palsy, Deaf & Low Hearing, Blind & Low Vision, Tourette's, Bi-Polar, Depression, Anxiety, PTSD. Regardless of disclosure status, we will guide you on creating a more inclusive and equitable environment through grit and flow’s “How I Work Best” framework. 

Objective:

  1. Learn about potential accommodation for candidates and employees   

  2. Understand how implementing accommodation provides your business with a competitive edge  

  3. Learn how to apply the “I Work Best” framework to help foster success for all of your employees to thrive 

Outcome:

  1. Greater understanding of and ability to implement research-based accommodation for employees and candidates 

  2. Comprehension of and ability to apply the “I Work Best” framework  

  3. A step towards creating a workforce that cultivates success for all employees 

Value Proposition 

  • Increases awareness and understanding of people with disabilities and or people who are neurodivergent 

  • Knowledge of implementable evidence-based accommodations 

  • Learn the “I Work Best” framework, an essential component to help foster employee success regardless of disclosure status. 

  • Increases psychological safety for employees 

  • Establishes a baseline for a safe-to-disclose environment  

  • Increased ability to attract a larger candidate pool 

  • Important component for any E&I initiative or department. 

Delivery: In-person, Remote, Hybrid 

Duration: 15 Mins per Micro training

 

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Special Topics

Unique Experiences

Incorporating Neurodiversity into DEI Programs

The Incorporating Neurodiversity into DEI programs training will help provide your organization with the knowledge sets, best practices, and first-step solutions for incorporating Neurodiversity into a new or existing DEI program.   

 

Objectives 

  1. Learn how and why Neurodiversity plays a role in diversity equity and inclusion 

  2. Learn best practices and actionable strategies for incorporating Neurodiversity into DEI programs 

  3. Learn first-step HR and Recruiting Neuro-inclusion solutions  

 

Outcomes 

  1. Equipped with first-step best practices to incorporate Neurodiversity within new or existing DEI programs 

  2. Comprehension of how and why Neurodiversity is essential for any DEI program 

  3. Enhanced neurodiversity strategies for HR and Recruiting 

 

Value proposition (why the company will benefit from this training.) 

  1. Greater understanding of how to incorporate Neurodiversity within a new or existing DEI program 

  2. Increased awareness of how disability employment laws impact and protect neurodivergent employees 

  3. Enhanced comprehension of how and why Neurodiversity plays a role in Diversity Equity and Inclusion 

  4. Increases psychological safety for employees 

  5. Establishes a baseline for a safe-to-disclose environment  

  6. Increased ability to attract a larger candidate pool  

  7. Higher retention rate 

Delivery: In-person, Remote, Hybrid 

Duration: 3 hours

Employing People with Disabilities: What are we afraid of? 

Fear is a central barrier to employing people with disabilities. This presentation will help your organization work towards dismantling fear with knowledge, solutions, and best practices.  

Objectives:

  1. Identify common fears towards employing people with disabilities. 

  2. Learn about the laws that govern employing people with disabilities 

  3. Learn about organizational best practices and accommodation that can help comply with disability employment laws and can help foster an equitable and inclusive workplace. 

Outcomes:

  1. Reduced fear and increased zeal towards hiring people with disabilities  

  2. Greater knowledge of disability employment laws 

  3. Equipped with compliance and accommodation best practices 

Value Proposition:

  • A step towards mitigating disability hiring fears and towards increased equity and inclusion 

  • Enhanced understanding of disability employment laws, including as it pertains to employees and the employer 

  • Clarity surrounding what is considered a “reasonable” accommodation  

  • Workplace equity and inclusion best practices 

  • Safe space to ask questions 

Delivery: In-person, Remote, Hybrid 

Duration:  90 Minutes

Autistic Womxn

Informative and conversational, Autistic Womxn intersects gender identity with Autism and is led by grit and flow consultant and organizational psychologist Nicole Seaward, who converges her personal experience as an Autistic Woman with evidence-based research. This training will help your organization challenge assumptions towards Autistic womxn and learn first-step strategies for fostering greater inclusion for Autistic womxn in the workplace. Despite its importance, the intersection of gender identity and Autism is often sidelined, making it even more crucial to ensure your organization is informed. 

Objective:

  1. Learn about the experiences and challenges of Autistic Womxn through the convergence of firsthand perspectives and academic research  

  2. Learn how to foster greater inclusion for Autistic Womxn within your workspace with first-step strategies 

  3. Challenge and replace myths and stereotypes with facts 

Outcome: 

  1. Greater understanding of the intersection between gender identity and Autism as well as the challenges Autistic Womxn navigate. 

  2. Equipped with first-step strategies to foster increased inclusion for Autistics and Autistic Womxn within your workspace. 

  3. Improved ability to separate fact from fiction when it comes to Autism and Autistic Womxn.  

Value Proposition:

  • Opportunity to hear and apply firsthand experience converged with evidence-based research 

  • First-step strategies for fostering greater inclusion for Autistics especially Autistic Womxn in your organization’s workspace.  

  • Increase understanding of Autism and its intersection with gender identity.  

  • Shape new perspectives through replacing commonly held myths with facts 

  • A safe space to ask questions 

  • Increases psychological safety for employees 

  • Establishes a baseline for a safe-to-disclose environment  

  • A panel of Autistic womxn with varying life experiences can be part of this training upon request.   

Delivery: In-person, Remote, Hybrid 

Duration:  90 Minutes

Sourcing Differently

Despite possessing the in-demand skills employers are scrambling to hire, neurodivergent candidates remain hidden and overlooked due to “invisible” barriers. This presentation will help your organization take its first steps to identify and remove “invisible” barriers, improve neuro-inclusive hiring, and find the employee talent you have been searching for. 

Objective:

 

  1. Learn how to make sourcing more neuro-inclusive 

  2. Learn how to start mitigating application and hiring barriers for neurodivergent 

  3. Learn first-step strategies to make job descriptions, interviews, culture, and environment more equitable and inclusive for neurodivergent applicants. 

Outcome: 

  1. Greater knowledge of how to source neurodivergent applicants 

  2. Acquired first-step strategies to mitigate neurodivergent application and hiring barriers 

  3. Learned first-step strategies to make sourcing, job descriptions, interviews, culture, and environment more equitable and inclusive for neurodivergent applicants.  

 Proposition

  • Expand qualified hiring funnel with applicants who have the competitive skills you have been searching for 

  • Greater awareness of and first-step solutions for application and hiring barriers 

  • First-step strategies to make job descriptions, interviews, culture, and environment more equitable and inclusive for neurodivergent applicants  

  • Increased psychological safety 

  • Safe space to ask questions 

  • Essential for any DEI program

Delivery: In-person, Remote, Hybrid 

Duration: 3 Hours

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