Leading Healthcare Provider

Promoting Inclusivity in Patient Care

RESULTS

The healthcare organization successfully hired neurodiverse individuals for various roles, including patient support, therapy assistants, and administrative positions.
Patients with neurodevelopmental disorders reported improved experiences and felt more understood and supported by the staff.
The organization’s commitment to inclusivity enhanced its reputation and led to increased patient trust and loyalty.

CLIENT: A large healthcare organization Objective: Improve the quality of patient care by incorporating neurodiverse individuals into the workforce. OBJECTIVE: Improve the quality of patient care by incorporating neurodiverse individuals into the workforce.

CHALLENGE

The healthcare organization recognized the need for a diverse workforce that could better understand and cater to the needs of patients with neurodevelopmental disorders. However, they struggled to source and recruit neurodiverse individuals effectively.

SOLUTION

DirectSource enabled the client to connect with vocational training programs, disability advocacy groups, and community organizations focused on neurodiversity. The platform’s robust candidate database and outreach features facilitated engagement with potential candidates.

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Language Evolutions in Neurodiversity

“Support Needs” In recent years, support needs language has replaced functioning labels. Characterizing neurodistinct people as high or low functioning is offensive and inaccurate. Most often, neurodivergence is characterized by a ‘Spiky Profile’ where a distinct pattern of strengths and support needs are expressed. Given the preponderance of evidence demonstrating spiky profiles, calling someone “low functioning” minimizes their strengths and capabilities. Similarly, “high functioning” characterizations create assumptions that they do not have support needs and fail to capture that their optimal functioning depends on optimal environments.

A Roadmap for Neuroinclusive Managers

Approximately 15-20% of our population is neurodivergent Middle managers have always supervised neurodistinct employees regardless of either party’s awareness of this fact. The confluence of exponentially rising prevalence rates, the self-identification movement, and efforts to recognize late-identified neurodiverents from “The Lost Generation” suggests that managers are now supervising the largest cohort of neurodivergents ever. Managers play a crucial role in unlocking the limitless potential of a neuroinclusive workforce. On the contrary, unskilled managers can render all facets of the employment life cycle intolerable for neurodivergents.

Leading Healthcare Provider