Impact Matters Within Neuro-inclusion with Mark Johnson

Neuro-inclusion: A Blueprint for Lasting Workplace Change 

Neuro-inclusion in business is a fundamental shift toward building workplaces that cater to everyone, especially individuals with neuro-differences. Organisations are beginning to understand that supporting neurodiversity benefits not just individuals but the entire workforce. But the challenge remains: how can companies measure the impact of their inclusion efforts and foster long-lasting cultural change that makes neurodiverse employees feel truly valued? 

At Cognassist, we’ve seen firsthand how impactful neuro-inclusion can be. But as Mark Johnson from Dyson, highlighted in a recent webinar, building this inclusive culture requires time, commitment, and strategic efforts at both the grassroots and leadership levels. 

Starting Small: The Power of Anecdotal Evidence 

When Dyson began its neurodiversity initiative, it was a modest start. Mark shared how their neurodiversity network initially focused on creating a safe space for employees to discuss their challenges confidentially. What started as informal mentoring quickly gained traction as more individuals reached out for advice and support. This bottom-up initiative provided a vital outlet for employees who felt overwhelmed by disclosing neurodiversity publicly. 

These initial steps may seem small, but they’re essential. The first metrics were simple: tracking the number of employees engaging with the network. Yet, as Mark said, “It always starts small with these anecdotal things, like pushing a boulder uphill.” Over time, the momentum built, and soon enough, more structured metrics followed. 

From Informal to Formal: Measuring Impact 

As interest in neuro-inclusion grew, Mark formalised his approach at Dyson. Tracking attendance and engagement at events helped shift the focus from anecdotal evidence to more concrete metrics, an essential step for gaining senior leadership support.  

Mark hosted events and workshops designed to raise awareness and provide practical solutions for neurodiverse employees. This structured approach included creating confidential spaces for employees to decompress and tailoring accommodations, such as providing noise-cancelling headphones. These low-cost adjustments had a massive impact on employee well-being, demonstrating that inclusion doesn’t have to break the bank. Small, thoughtful changes can significantly reduce stress and improve focus, especially for employees with autism or ADHD. 

Employee Resource Groups: The Drivers of Cultural Change 

Mark emphasised the role of Employee Resource Groups (ERGs) in driving neuro-inclusion. ERGs provide an essential platform for open discussion, support, and advocacy within organisations. What starts with a few dedicated individuals can grow to influence entire organisations. 

At Dyson, the neurodiversity ERG gained enough traction to capture the attention of senior leadership. With leadership’s buy-in, the initiative gained further momentum, allowing for a broader impact across departments. Mark noted that the success of such initiatives depends on the commitment of both employees and leadership. “It’s time to give employees time to be part of it and leadership the time to engage with it,” he said. 

Neuro-Inclusion and Mental Health: A Vital Connection 

The connection between neurodiversity and mental health is often overlooked. Neurodiverse employees may face burnout or mental health challenges, as Mark’s personal experience shows. He recounted a five-month leave due to chronic burnout, underscoring the need for a supportive environment where employees feel comfortable managing their mental well-being without the fear of failure or judgment. 

Many neurodiverse employees suffer from imposter syndrome, fearing that time off will expose their inadequacies or cause them to fall behind. This leads to presenteeism—being physically present but mentally unwell—which can be just as damaging as absenteeism. Mark advocates for a more open conversation about mental health, encouraging employees to take the time they need to recharge before their stress levels reach a breaking point. 

Cognitive Overload: A Daily Challenge 

One often overlooked aspect of neurodiversity is cognitive overload, which can significantly impact an employee’s day-to-day life. Louise Karwowski, VP Neuro-inclusion Training at Cognassist, discussed how cognitive strain can build up over time, leading to stress and burnout. Something as simple as a misalignment in communication style—such as providing too much information at once—can create long-term friction and overwhelm. 

Understanding the nuances of cognitive overload is essential for managers. By implementing tailored strategies to reduce these stressors, organisations can better support their neurodiverse workforce and prevent long-term mental health issues. 

A Framework for the Future: The Cognassist Shared Compass 

At Cognassist, we’ve developed the Shared Compass, a transparent framework designed to facilitate open conversations between employees and managers about support needs. Whether or not an employee has a formal diagnosis, the compass allows them to discuss any barriers they are experiencing, ensuring that strategies are developed collaboratively. 

This tool is designed to be integrated into regular one-to-one meetings, creating a continuous feedback loop between employees and managers. For example, an employee might use the Shared Compass to explain that they need regular breaks to manage cognitive fatigue, prompting a conversation with their manager about practical adjustments. By revisiting the impact of these support measures over time, businesses can ensure that employees have a robust toolkit of strategies to help them thrive. 

Building a Neuro-Inclusive Future 

Neuro-inclusion is not a one-size-fits-all approach, nor does it happen overnight. It requires commitment from both employees and leadership, starting with small, grassroots initiatives and growing into fully supported corporate policies. As Mark Johnson’s journey at Dyson shows, the power of neuro-inclusion lies in its ability to create safe spaces for open conversation, provide low-cost accommodations, and track meaningful metrics that demonstrate impact. 

At Cognassist, we believe that neuro-inclusion should be at the heart of every organisation’s diversity and inclusion strategy. By supporting all individuals, companies can build a more inclusive, productive, and engaged workforce, driving innovation and long-term success for everyone.