In this eye-opening episode of Hireside Chats, we tackle a crucial yet often overlooked aspect of workplace diversity: neurodiversity. While diversity of thought is gaining traction, neurodiversity—encompassing conditions such as autism, ADHD, and dyslexia—is still not a priority for many organizations. With unemployment rates for neurodivergent individuals as high as 30-40%, much higher than those without disabilities, it's clear that more attention is needed.

Join us as we speak with Dr. Sharanya Anil, Founder-Director of DIRECT and a leading cognitive and neurodiversity-affirming specialist. Dr. Anil shares her insights on the reality of neurodiversity in Indian organizations and the critical steps companies can take to foster a more inclusive, supportive work environment.

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(00:58) Part 1: Introduction to guest and the platform

(02:46) : To start, could you tell us a bit about your background and the work you do? We'd love to hear about your journey and how your expertise supports organizations in creating more inclusive workplaces.

(04:40) Many people have misconceptions about what neurodiversity is and what it entails in a workplace setting. So, what exactly is 'neurodiversity,' and why is it essential for companies to embrace it in the workplace? 

(06:06) Part 2: Breaking the Stigma – Neurodiversity in Indian Workplaces

(06:38) : What are some of the biggest misconceptions you encounter regarding neurodiversity, in professional environments? How do you see stigma manifesting specifically in the Indian corporate environment, and what impact does it have on neurodivergent employees?

(8:46) : From your experience, what would you say is one of the most effective ways to begin reducing stigma at an organizational level?

(11:26) You've worked with a lot of organizations that have successfully advocated, accommodated neurodivergent individuals and organizations. So it'll be great if you can  help us give some examples, some anecdotal inputs. How can we do that?

(11:09) Part 3: Accommodations that Work – Practical Solutions for Neuroinclusive Workplaces
(11:26) You've worked with a lot of organizations that have successfully advocated, accommodated neurodivergent individuals and organizations. So it'll be great if you can  help us give some examples, some anecdotal inputs. How can we do that?

(15:06) Now, in your experience are these initiatives that require a lot of budget or, you know, it's more the intent that counts.

And if, if we have the intent, do they, do these programs really require very large investments? 

(16:42) Part 4: Where and How Organizations Can Begin Their Neuroinclusion Journey

(17:04) : What do you think are some of our Indian ethos, the Indian cultural advantages of supporting neurodivergent behavior, if at all there exists one? 

(19:41) Do you think the current generation, the millennials, the Gen Zs being a lot more open in advocating neurodiversity in accommodating neurodiversity than let's say.  Gen X or the previous generation,  especially when it comes to the professional context?

(21:56) What would be your top two or three pieces of advice to some of our listeners who could be neurodivergent who are listening to this conversation right now?

(24:11) Part 5: Rapid Fire Round 

(24:33) : One book or resource you’d recommend for leaders on neurodiversity?

(25:00) : A skill that neurodivergent individuals bring to workplaces that often gets overlooked?

(25:11) : What’s one neurodiversity-friendly workplace practice everyone should try?

(25:48) : One piece of advice you’d give to a company starting its neuroinclusion journey?

(26:25) : So last one, a little more personal doctor, what would be one of the most fulfilling moments in your career? 

(27:04) Part 6: Closing Thoughts