When it comes to creating accessible and inclusive workplaces, Canada still has a long way to go, and that includes the nonprofit sector. Our recent CharityVillage Connects podcast episode, Accessible Workplaces: Is the Canadian Nonprofit Sector Falling Behind? explores this topic in detail.
For the podcast, we spoke with a variety of accessibility experts, including Wanda Deschamps, founder of Liberty Co., a consultancy focused on increasing neurodiverse employment. Diagnosed with autism at age 47 after a lengthy career in the nonprofit sector, Wanda’s approach is centred on the Inclusion-Diversity-Equity-Accessibility framework and highlights inclusive leadership, entrepreneurial thinking, and employee retention. We asked Wanda to help us better understand neurodiversity and how workplaces can be more accessible and inclusive to neurodivergent staff. Here’s a short excerpt from Wanda’s interview (you can watch her full video interview at the bottom of this page).
As we began the interview, we asked Wanda to explain neurodiversity to us.
Wanda Deschamps: Neurodiversity is a term that was coined by Australian sociologist Judy Singer in the 1990s to refer to naturally occurring differences across human brain makeups. So the reality is that every brain is unique. If we dig a bit deeper, neurodivergence are the differences, the umbrella terms. So for instance, autism, ADHD, dyslexia, dyspraxia. These are forms of neurodivergence. And neurodiversity really reflects that differences in interaction and communication and social communication, whatnot. Again, these are naturally occurring. The fact that neurodivergent individuals process information differently, we interact differently, this is nothing to be erased or cured in any way. We’re neurodivergent because our brains are wired differently.
And then neurotypical, that’s the majority of the population. Those are individuals whose brains are not wired differently. So they do not divert in a way. Neurotypical brains are the dominant type, so sometimes the reason I highlight this, Mary, is sometimes the terms are used interchangeably. And neurodiversity, neurodivergence, neurotypical, neurodivergent, these are all different terms.
Wanda then went on to give us some insight into her perspective, working in the nonprofit sector as a neurodivergent individual.
Wanda Deschamps: Well, for the majority of the time, I didn’t know I was a neurodivergent individual. So everything I share with you is in the space of a retrospective. I received the diagnosis a month before my 47th birthday and I had been employed in the charitable sector for 25 years. So what I say when I talk about my career is that I existed in a duality and there was always two stories. There was always outside and inside or outward and inward.
Outwardly, I was successful, depending on your definition of success. So I was consistently promoted. I had the opportunity to work both as an employee and as a consultant, I was able to move regions within the country. And so there was always that story.
However, inwardly, it was very different. I had high levels of anxiety. I was confused about how I came across often to other people. There was conflict in the workplace and I didn’t know why. And I constantly tried to change and modify and improve. I would say that I always came from the perspective of continuous improvement. However, it seemed like nothing was ever good enough. There was always this weight on me to change.
Well, now I know why. Going back to the definitions we shared at the top, my brain is wired differently from the majority of the population, which means that I do interact differently than many others. I process information differently and I feel things differently.
So in a nutshell, what was my experience like? There were many, many good experiences and there were a lot of challenges too. And what really motivates me is that I want a smoother path for others. I don’t want people to experience a lot of the challenges that I did. And so that’s why I founded Liberty Co and continue the work that I do.
We asked Wanda to explain how nonprofit organizations can start becoming more inclusive when it comes to neurodiversity.
Wanda Deschamps: Well, the number one thing would be to recognize that neurodiversity exists. So we’re looking at 15 to 20% of the Canadian population or the world’s population, in fact, of being neurodivergent. And underdiagnosis persists, look at me. So while that 15 to 20% statistic does take into account a degree of underdiagnosis, it could still be beyond 20%. That’s a significant part of the population.
So to realize that neurodiversity exists, and, as I mentioned at the top, Judy Singer’s vision, these are naturally occurring differences. Every brain is unique. And for those of us who are neurodivergent, who have forms of neurodivergence like autism, that we have a lot to contribute. That different is not bad. And in fact, we have a lot to contribute, not despite of our differences, but because of our differences.
I think it’s important for workplaces to realize that neurodiversity actually can lead to innovation because we do think differently, process information differently, feel things differently. We can approach problem solving, you know, coming from different ways. And so to recognize neurodiversity exists, neurodivergent individuals have much to contribute. Workplaces can learn more about neurodiversity. They can center neurodivergent voices.
And then they can normalize, once they become more aware, they can normalize the conversation about neurodiversity in the workplace. They can build it into their communications. They can highlight neurodiversity in workplace communications and job postings. And they can look at neurodiversity and the opportunities around neurodivergent hiring. They can look at neurodiversity actually through the entire employee life cycle.
When it comes to job postings, there are things that nonprofit organizations can do to better attract neurodivergent candidates. Wanda explains.
Wanda Deschamps: Well, I’ve already mentioned including neurodiversity and disability in workplace communications and in job postings. However, if we move through the cycle, reimagining interview techniques, doing things like sending interview questions in advance, rethinking the need for resumes. Often neurodivergent individuals and disabled individuals can have non-linear career paths because of attitudinal barriers, because of stigma and biases that we face. So there may be nonlinear past gaps in employment. So rethink your resume processso you’re focusing more on getting to know the whole individual and not just certain aspects of the person’s employment history.
Ensure that your interview team is diverse in makeup. If possible, train team members on inclusive interviewing, considering neurodiversity. Show people the job. I always say this, looking back on my interviews, they didn’t show me what the job was like on the day to day. They focused more on the relationship between me and who was going to be my supervisor. But when you think about the job on the day to day, that’s an important aspect.
So consider those and then consider inclusive practices in terms of onboarding, retention, fostering an environment where everyone is heard and fairly understood. Focus on communication in a way that suspends judgment, that celebrates differences, doesn’t expect everyone to be the same.
There are so many tips for communication on the day to day that can be truly inclusive and consider neurodiversity. Things for meetings, sending agendas and materials in advance, communicating in multiple formats, considering neurodiversity and inclusion in your change management practices.
Here is what I’m saying, these can have broad application for so many folks, not just that they’re good for neurodivergent and disabled individuals. However, so many practices that increase accessibility, that increase inclusion, that take into account diversity, they’re actually good for everyone. And that’s something that comes up a lot in my work. What’s good for the neurodivergent and disabled population has actually much wider application for the general population.
Want to hear more from Wanda Deschamps? Listen to her full interview in the video below.
Listen to Wanda Deschamps and other accessibility experts and advocates discuss how you can create a more inclusive and accessible workplace at your organization in our new podcast episode. Click here to listen.