Powering Success at Work
Neurodivergent is a term used to describe differences in mental or neurological function from what is considered “typical”. Individuals who are neurodivergent contribute to the success of organizations. Unfortunately, the lack of awareness and preparedness for employing neurodivergent individuals causes under-employment despite their abilities.
Skills are not always championed when working with someone who thinks differently. Unique communication habits can be perceived as odd by others, and a lack of understanding of social cues can be perceived as anti-social discouraging neurodivergent individuals from being engaged. That’s why we’ve created the BirkmaND Powering My Success report, designed to power success in the workplace for neurodivergent individuals. The BirkmaND report suggests different workplace accommodations geared toward increasing inclusion and productivity at work.
Neurodiversity Resources for You
Birkman Certified Professionals can access the courses through their Birkman learning portal at birkman.learnupon.com.
BirkmaND: Introduction to Neurodiversity
We belive that with greater knowledge comes greater acceptance. The BirkmaND: Introduction to Neurodiversity course is designed to educate the general population about neurodiversity, with a particular emphasis on the workplace.
Learn how to use The Birkman Method and the BirkmaND Powering My Success at Work report with neurodivergent individuals and discover best practices for conducting neuroinclusive Birkman conversations with the BirkmaND Conversations course.
Interested in using Birkman in your organization’s neurodiversity initiative?
If you want to learn more about how Birkman can help with your initiative, fill out the form below and we’ll get back to you!
Frequently Asked Questions
Q: Does Birkman diagnose neurodivergent conditions?
A: No. The Birkman Method is a non-clinical assessment. Therefore, the BirkmaND report does not diagnose neurodivergent conditions or any other condition. Instead, it can be best used for individuals who have received a medical diagnosis prior to taking the questionnaire, specifically Autism or ADHD.
Q: When will I get my report?
A: You will receive your report immediately upon completion of the questionnaire if you take it as an individual through this link. If you take it with your company, you can reach out to your manager for your report.
Q: How do I ask my employer for workplace accommodations?
We recommend that you start with the BirkmaND report as a way to help you begin the conversation. Then refer to the Job Accommodation Network (JAN), a service of the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP). JAN is the leading source of expert, confidential guidance on workplace accommodations and provides one-on-one consultation to employers and employees, as well as service providers and others, free of charge. JAN can be accessed at www.askjan.org.
Q: Who is this report most appropriate for?
A: The BirkmaND report is most appropriate for those with a diagnosis of Autism or ADHD. Neurodivergent individuals with other diagnoses may still find valuable resources and ideas for workplace accommodations from this report.
Q: Who will benefit from this report?
A: Both individuals AND employers will benefit from conversations around the BirkmaND report. For individuals, this report can serve as a conversation starter for those seeking employment, are currently employed, or are seeking to improve their current situation. For employers, this report can help increase awareness of their employee‘s needs and find appropriate accommodations that can help improve the employee’s comfort in their work environment.
Q: Does the BirkmaND report guarantee that I will receive on-the-job accommodations?
The BirkmaND report does not guarantee that you will receive on-the-job accommodations. The list of accommodations in this report was developed specifically for you and is provided for you to use in conversation with your employer about adjustments to a job or work environment that may make it possible for you to perform your job duties. Your employer will ultimately decide whether or not you will receive on-the-job accommodations, and we encourage you to use this report as a place to start that conversation.