1 of 10

Starting a Neurodiversity-Based Employee Resource Group (ERG)

Fostering Inclusion and Empowering Unique Talent

2 of 10

Agenda

  • Introduction and Importance of Neurodiversity ERGs
  • Steps to Establish and Grow a Neurodiversity ERG

3 of 10

Why Focus on Neurodiversity?

Neurodiversity refers to the natural variations in brain function, including conditions such as autism, ADHD, dyslexia, and more.

Neurodivergent individuals bring unique perspectives and strengths, enhancing innovation and problem-solving.

ERGs provide a platform for support, awareness, and driving positive change.

Companies with inclusive practices are 35% more likely to outperform peers.

4 of 10

Tip 1: Identify and Secure Leadership Support

Key Points:

  • Leadership backing ensures resources and visibility.
  • An executive sponsor can champion your ERG’s initiatives.

​

Action Steps:

  • Present data on the benefits of neurodiversity.
  • Share personal stories or testimonials to humanize the cause.

5 of 10

Tip 2: Create a Clear Mission and Goals

​

Mission Statement: Clearly define the purpose of your ERG.

​

Example:

“We strive to bring awareness about neurodiversity, promoting a better understanding of neurodiversity to build a culture of acceptance and appreciation. We aim to educate allies so they can support the work of neurodivergent colleagues.”

​

Goals:

  • Host awareness events.
  • Advocate for inclusive hiring practices.
  • Improve workplace accommodations.
  • Education

6 of 10

Tip 3: Engage and Educate Stakeholders

Awareness reduces bias and builds empathy.

​

Action Steps:

  • Host workshops on neurodiversity.
  • Share success stories of neurodivergent employees.
  • Provide resources for managers and teams.

​

Example: Bring in guest speakers to talk about their personal experience as neurodivergent individuals.

7 of 10

Tip 4: Foster an Inclusive and Supportive Environment

Key Points:

  • Create safe spaces for open discussion.
  • Ensure confidentiality and respect within the ERG.
  • Provide resources such as peer support groups and mentorship programs.

​

Example: Create a Teams Channel for ERG Members to interact, ask questions and propose event ideas, changes or suggestions.

8 of 10

Tip 5: Start Small, Then Scale

Why Start Small?

  • Ensures early successes and avoids burnout.
  • Builds momentum for larger initiatives.

​

Action Steps:

  • Begin with one or two achievable activities (e.g., a single awareness event).
  • Use feedback to refine and expand.
  • Reach out to established ERGs and learn from their experience

​

Example: Our initial events were games focused on raising money for neurodiversity focused charities.

9 of 10

Call to Action

Starting a neurodiversity-focused ERG fosters inclusion, empowers unique talent, and drives meaningful change.

​

Next Steps:

  • Identify potential leaders and supporters.
  • Draft a Mission Statement.
  • Assign Committee Members.
  • Plan an initial awareness event.

10 of 10

Questions and Discussion

Let’s Collaborate!

What are your thoughts or experiences with ERGs?

How impactful would a neurodiverse ERG be at your company?