Table 7 Practice implications for...

Table 7

Practice implications for working with neurodiversity

Topic	Reflective question – evidence base	Reflective question – organizational practice
Best practice for neurominority inclusion	What can be learned from research and practice on other populations such as gender inclusion? What are the implications for intersectionality, e.g. exploring where NM issues are exacerbated by gender or racial bias	Does the organization have relevant policies for other minorities in place? How informed are these by evidence? Do these “work”? If not, what can be learned?
Legal obligation	Is there “best evidence” for ensuring best practice beyond legal compliance?	Do all relevant practitioners in the organization understand the obligations? Which efforts are there to go beyond legal compliance and actively support?
HR practice	What is the evidence on alternative hiring mechanisms, e.g. instead of unstructured interviews?	Have relevant practices been reviewed in line with the guidance in Table 5? Has the neurominority perspective been considered in HR protocols?
Expertise to inform advice and guidance	Who provides respected and evidence-based sources of knowledge?	Who has relevant expertise in-house? It not, where and how could expertise be commissioned? Are advisors appropriately trained, certified and supervised to support vulnerable adults?

Topic	Reflective question – evidence base	Reflective question – organizational practice
Best practice for neurominority inclusion	What can be learned from research and practice on other populations such as gender inclusion? What are the implications for intersectionality, e.g. exploring where NM issues are exacerbated by gender or racial bias	Does the organization have relevant policies for other minorities in place? How informed are these by evidence? Do these “work”? If not, what can be learned?
Legal obligation	Is there “best evidence” for ensuring best practice beyond legal compliance?	Do all relevant practitioners in the organization understand the obligations? Which efforts are there to go beyond legal compliance and actively support?
HR practice	What is the evidence on alternative hiring mechanisms, e.g. instead of unstructured interviews?	Have relevant practices been reviewed in line with the guidance in Table 5? Has the neurominority perspective been considered in HR protocols?
Expertise to inform advice and guidance	Who provides respected and evidence-based sources of knowledge?	Who has relevant expertise in-house? It not, where and how could expertise be commissioned? Are advisors appropriately trained, certified and supervised to support vulnerable adults?