The Neurodiversity Index

10/24/2022

Way to go Google! This is amazing. This is one of the reason Google (Alphabet) is included in our AU79 Neurodiversity Index. It isn't just about hiring programs. There are so many ways to be inclusive, and being a role model and putting out actionable templates for others to use is so important.

New Resources Foster DEI at Meetings and Events - MeetingsNet

Google’s Neu Project offers a neurodiversity inclusion checklist that helps planners make events more welcoming to a broader range of people, and ELX is taking aim at DEI in the supply chain.

10/18/2022

We were invited to speak at the Stetson’s 2022 National Conference on Special Needs Planning and Special Needs Trusts, one of the preeminent conferences on special needs trust law planning in the United States. They asked us if we could bring an autistic client to discuss how we include neurodivergent people in their own planning. This alone was going to challenge some perceptions.

We proposed that Andrew Komarow could be the “autistic client,” with Liz Yoder presenting. The organizers loved the idea, and we created a new presentation. We left Andrew’s name off the speaker roster and did little introductions before we were ready to speak. Halfway through “Liz’s presentation,” after Andrew shared his own story, Liz reintroduced him to the room as her boss, and the founder of the company we were discussing. Some people stood up to clap.

Our objective was to challenge perspectives. To share how by listening to one perspective, you only get one perspective. To share that individuals have the potential to grow into more independence when the right support structures are in place and some distance is put between someone and the biases that are harming them.

Our audience was attorneys who provide families with their future, who have the control to question guardianship and push independence. Some, who have been advocates for that work, came up to us after our presentation to thank us for being critical and putting pressure on those biases that continue to naturally lean towards institutionalization and control over inclusion and support.

09/01/2022

We are excited to be joining the CEO Commission for Disability Employment as one of their newest members. As a member organization, we will use our expertise in financial planning, Social Security, Medicaid, retirement plans, and employment structure and benefits to educate families, employers, and lawmakers on the opportunities that can come from employment when the right policies are in place and people are aware of what is available.

We stand hand-in-hand with the CEO Commission's mission to "To advance disability-inclusive employment by inspiring and engaging business leaders to drive change through policy, practice, and culture."

We will be among like minded professionals and advocates for change, all of us knowing that disability inclusion in all levels of corporate employment is well overdue.

Our mission is to help build a food system where everyone has access to delicious, nutritious food that's JUST for all.

08/26/2022

We have found that IBM is one of the the truly most inclusive companies for neurodiversity. They started by embracing those who already were from inside their organization. That is something every company, big and small can do, not just hiring programs, but support for those who are joining, and retaining the existing talent.

They are one of the top ranked companies in The Neurodiversity Index, comprises 79 companies that are leaders and champions of the neurodiversity movement.

The fact that there are 79 companies is significant, as 79 is the periodic table number for gold, or Au(tistic). All companies are ranked by proprietary formulas and the research developed by a majority autistic team. You can learn more here https://bit.ly/3Krh9xn

IBM Explain What Works In Neurodiversity At Work - Forbes https://bit.ly/3pLQ3Zc

With a little bit of digging and creating safe spaces for conversations, there may already be resources that can help you create the right context for new hires.

08/24/2022

Our offices will be moving in the coming weeks, just one town over, to a little bigger space, to a building that we will own. We have spent over six months since acquiring the building renovating, and getting ready for the move, so articles like this are especially intriguing right now.

We made changes, large and small, that incorporate many of the suggestions in the article. Things such as having a moveable space, and ergonomic furniture is going to benefit everyone. Some examples.

1. We made sure to insulate the walls for sound, exterior and interiors (I am very loud on the phone). This is not just an "accommodation", it will save us money in energy costs.

2. The town mandated we do an ADA accessible bathroom, but did not mandate we put an accessible ramp. Compliance is the minimum, and we exceed it by putting in the ramp.

3. Every single room has LED lights with dimmable switches The cost differences was almost nothing, and even if just 1 employee uses the dimmer, that will save money too.

There are a million more things we have done, and hope to share some updates when everything is official and we are moved in.

Office Design for Neurodiverse Employees: Remain Fluid and Adaptable

Companies must create spaces for neurodiverse employees' needs, according to design firm HOK. Here are some key guidelines.

08/21/2022

This was an amazing read on so many levels. I love how the author starts off by essentially saying she made a mistake, and did not include neurodiverse Individuals in the last article she did years ago. She interviewed many, including friends of ours.

“The new terminology for ‘reasonable accommodations’ is ‘productivity enhancers’, and I absolutely love that! The human brain functions at a higher level when it is allowed to process naturally and when physical stress points are low, so these tools and adjustments are just that, productivity enhancers.”

Isn't that the truth? I am going to start calling it that!

And overwhelmingly, people want to work for companies that appreciate and value them. Not just for who they are, but also what they bring to the table. Create a sense of belonging.

What Neurodiverse People Want Their Employers And Colleagues To Know

There is a slogan used frequently within the disability rights movement: “Nothing about us without us.” Along those lines, several people with varying and intersectional neurodiversities share what they want their employers and colleagues to know in order to best support them in the workplace.

08/05/2022

This was really interesting, and it is so true!
Not every company has products, or a business where accessibility is front of mind, but that doesn't mean they can't be involved in making their business accessible.

Accessibility should not be an after thought, you should not make your website ADA complaint SOLELY because you are worried about lawsuits, you should do so to reach more customers, and ultimately sell more of your product or service!

This is why the one of the scoring factors for our Neurodiversity Index is not just hiring and employment, but also products and services and if they are accessible and inclusive. For a company that is inclusive to its core, may not need a "special" hiring initiative, because they are already so inclusive! Hiring a few workers with disabilities, and getting a CEO to say they are "in" is a great start but thats all it is, real buy in requires more.

Where products are accessible, because the company wants all consumers to have a great experience. Where the hiring process is inclusive because a company wants the best workers for their business. Not simply marketing with a goal of receiving a top score on an "Index" that gives you a score because you pay a fee. (No companies can pay to apply to be in our investable neurodiversity index)

“It doesn’t matter how accessible your components are if no one is using them,” continues Doustdar. “You have to harness existing initiatives, where possible, and partner with other teams to increase adoption.”

Accessibility: The missing key to connecting with customers

Four brands talk accessibility and disability inclusiveness and how to build it

07/25/2022

On the scoring for the AULXXIX Neurodiversity Index, https://bit.ly/3Krh9xn. We weight heavily, not just what companies say, but what they do. Investing in companies that are doing things, not just talking about them.

We look at for companies that are giving supports and resources to their diversity initiatives. It should be simple, if you are going to hire a Chief Diversity Officer, you should allow them to have the resources they need, and you should listen to them. Understand that this role is not supposed to be a marketing gimmick

"Most CDO's have expressed deep frustration with their lack of resources, not to mention the lack of recognition they receive for a seemingly impossible task."

https://bit.ly/3OWP3Mx

Chief Diversity Officers aren’t staying put because they so often have too little support and too much responsibility. Part of the problem is the widespread misunderstanding of the role. Here’s how to fix that.

07/24/2022

Way to go Pottery Barn!!
Pottery Barn debuts 150 pieces of furniture for people with disabilities.
No only if you could lower my wife's limit on your credit card and offer free shipping.....

The Accessible Home modifies some of the brand’s most popular products so they’re better suited for people with disabilities.

07/20/2022

I love the Hidden Gem Analogy!

This article had a very interesting perspective on "Investing in Underdogs" By investing, they don't mean investment dollars, but rather human capital. Companies such as Ultranauts Inc See value, or as the article puts it, "Hidden Gems".

Everyone from Aladdin to the Motley Fool readers want to discover "Hidden Gems" in order to find and unlock value.

The companies that not only find these hidden gems, but also use them to their fullest potential are the ones most like to benefit from the "riches".

This is our founding principle behind The Neurodiversity Index, which is comprised of 79 companies who are leaders of the neurodiversity movement. The fact that there are 79 (LXXIX) companies is significant, as 79 is the period table number of Gold, or AU(tistic).

Investors often see a company’s initial success as evidence of superior capabilities. This article suggests that in many cases initial success is down to luck or circumstances beyond the company’s control, and that many companies that fail may in fact be more capable of superior performance. The...

07/19/2022

"How does autism show up in my life as a financial advisor? I'd like to say, broadly, people ask me questions about what I love to talk about the most... for me, my work never feels like work. And it's truly what I'd rather be doing and enjoy. "

Whenever Michael Kitces and I get to talking, I feel like we could just go on for hours. I was thrilled when he asked me to be on his Kitces.com Financial Advisor Success Podcast because I knew that we'd have a great conversation, and we did! We talk about everything in this episode - how I never actually graduated high school but somehow have 16 designations and counting, my diagnosis in adulthood and how that both changed my world and left it exactly the same.

Moving to working with the neurodivergent population, and the building of Neurodiversity Index which utilizes companies that embrace neurodiversity and inclusion. Most important of all, we talk about how taking risks in building my practice and team and choosing to be kinder to myself in challenges has really changed my business and my life in the best possible way.

Ep 290 with Andrew Komarow on building a firm, helping neurodivergent adults navigate financial challenges, & leveraging online educational tools.

07/12/2022

It was so exciting to see this article as more companies are recognizing the value of hiring talent, and realizing they need to offer employee benefits to match their needs.

As the article states - "There may be no one employee benefit that supports neurodiversity in the workforce, but reward and benefits professionals and providers have a key role in ensuring that traditional benefits such as group risk and private medical insurance are inclusive."

We are 100% owned, and over 90% staffed by neurodivergent individuals. We work with companies, and their traditional benefit providers. We work with retirement plans, health insurance, and other group benefits to make them all work as seamless and be universally inclusive of everyone. Planning Across the Spectrum IS the benefit. . https://bit.ly/36Pinl3.

We look at things from a holistic and comprehensive point of view, and because we work with traditional benefit providers, there is no additional cost to work with or use us. We provide the value added service and expertise to accommodate your entire workforce, and many times we will find significant cost savings without bottom-up approach at looking at employer benefits.

We are so glad to see more employers realizing the importance of making their benefits inclusive for everyone, especially from the point-of-view of someone who is neurodivergent.

As workplaces become more inclusive of neurodiverse employees, we see how benefits are evolving to meet these needs. - Reba.Global https://bit.ly/3yxW2oq

As workplaces become more inclusive of neurodiverse employees, we see how benefits are evolving to meet these needs