Major U.S. firms launch neurodiversity training to boost workplace inclusion
NEW YORK, UNITED STATES — Booz Allen Hamilton and Bank of America have recently introduced neurodiversity training programs, creating more inclusive workplaces. These initiatives aim to support neurodivergent employees who may have conditions such as autism, ADHD, or dyslexia.
Both companies aim to equip their managers with the tools and knowledge necessary to better support neurodivergent staff, ensuring that these employees have the accommodations they need to thrive in their roles.
Booz Allen’s comprehensive approach
Booz Allen partnered with Broad Futures, a Washington, D.C.-based organization, to develop its training program. The company has made the course mandatory for hiring managers and those overseeing teams with neurodiverse staff and available to all employees.
The training program covers disability etiquette, neurodiversity awareness, best practices for managers, and testimonials from neurodivergent staff. It also addresses the barriers neurodiverse candidates often face in traditional hiring processes, a challenge many companies are seeking to overcome.
“Typically the biggest barrier for employment for the neurodiverse community is navigating that interview process,” said Tom Downs, principal of diversity talent acquisition and talent pipeline programs at Booz Allen Hamilton.
“If companies aren’t engaging purposefully with this talent pipeline, why not?”
He also noted that over 100 Booz Allen employees have identified as neurodivergent, working across various levels of the organization.
Bank of America’s modular training
Similarly, Bank of America collaborated with the nonprofit Neurodiversity in the Workplace to create a six-module training program. The course, available to all staff, has already been completed by over 1,000 employees from various roles in recent months.
“We see the enormous contributions they can make to our workforce and communities. We want to ensure that managers have the foundation they need to understand how neurodiversity can play out in the workplace and the tools they need to manage this talent pool,” Jenny Kim Park, chief diversity and inclusion officer at Bank of America, noted.
The training covers topics such as defining neurodiversity, understanding common barriers faced by neurodivergent staff, recognizing employee potential, and tips for managing neuro-inclusive teams.
Both companies stress the importance of partnering with specialized organizations when developing such programs. They also emphasize the need to consider intersectionality, recognizing that neurodivergent employees may face additional challenges related to race, ethnicity, gender, or sexual orientation.
As awareness of neurodiversity continues to grow, these initiatives by major corporations set an example for other employers to follow, potentially leading to more inclusive and diverse workplaces across various industries.