Empowering Parents of Special Needs Kids in the Workplace

Every company can take steps to become more inclusive.

Conversations around diversity, equity, and inclusion are more important in today’s business landscape than ever. With savvy consumers intentionally shopping and doing business with brands whose values align with their own, it’s critical that companies continue to put their money where their mouth is. As companies continue to expand their DEI initiatives, they must consider how they can continue to make their workplace more inclusive for the special needs community.

As an executive with more than two decades of experience in the corporate world, I know it requires a layered approach; no one-size-fits-all solution and no silver bullet exists. Yet, as the current CEO of Kids on the Move (KOTM), a nonprofit based in Orem, UT, which provides therapy and supportive services to families and children with developmental delays and disabilities, I’d like to share with you three meaningful and thoughtful steps every company can take to become more inclusive.

Creative Neurodiverse Office Spaces

While traditional office spaces have long been seen as the golden standard of productivity and professionalism, for an employee with autism, ADHD, dyslexia, or other neurodivergent conditions, they can be a nightmare—let alone be productive. The open layouts, overhead fluorescent lights, constant buzz of activity, and monotony of impersonal desks are a recipe for overstimulation and discomfort. As more awareness is raised about neurodiversity and the unique strengths that neurodivergent individuals bring to the workplace, there is a growing need to create office spaces that cater to their specific needs and allow them to flourish.

So, what does a neurodiverse office space look like? It is a space that embraces flexibility and considers the sensory sensitivities, social needs, and cognitive differences of neurodivergent individuals.

These offices are typically laid out with different zones, each designed to serve a different purpose. For example, a low-stimulation environment for hyper-focus and social spaces for stimulation breaks. Additionally, the spaces’ materials, finishes, and colors are selected intentionally, along with the placement of the furniture. Not only does this prevent overstimulation, but it can reduce stress for the entire office staff.

Supportive Policies for Parents with Children with Disabilities

In the United States, one in six children has a disability, which means they have a parent or caregiver who is doing the incredible work of round-the-clock care while also providing financially. It is vital that companies implement supportive policies that will empower these parents to care for their children while doing their jobs with excellence.

Offering flexible or remote work is non-negotiable for many parents of children with special needs. This allows them to manage their child’s appointments, therapies, and other commitments without sacrificing their work responsibilities.

Depending on the role and its responsibilities, whenever possible, shift the focus away from hours worked to their job performance. Time is a precious commodity for these busy parents. This ensures they are evaluated based on their ability to complete tasks and deliver results rather than the time spent in the office.

Finally, you will want to opt for a generous family leave policy and excellent health insurance plans. Providing ample family leave for parents with children with disabilities and offering comprehensive health insurance coverage alleviates some financial and emotional stress. Not only is this great overall for staff retention (those with and without disabilities), but it can also mean the difference between attaining top-tier talent if they have a special needs child and if that parent accepts an offer from another company.

A dear friend of mine, Wes, is a reputable and brilliant scientist. Throughout his career, he has been well-respected and highly sought-after whenever he has decided to shift his employment. Wes is also a phenomenal father to Elizabeth, his teenage daughter, who was born with Down syndrome. He was kind enough to share with me that if an employer could not provide the above-listed criteria, he would simply go to work for one of their competitors. It’s essential for executives to understand that for parents like Wes, their children’s diagnosis does not merely influence their careers but is the guiding factor.

When companies begin to adopt supportive policies like these, or other services we provide at KOTM, such as on-site child care, free respite care, etc. and foster a compassionate community, it is life-changing for these parents. Inclusion is not just a nice-to-have. It’s essential.

Taking Responsibility: Bridging the Gaps to Employment

It is essential for companies to take an active role in bridging the gaps in employment for individuals with disabilities. Rather than waiting for an employee with a disability to join the company, organizations should proactively create an inclusive and welcoming workplace environment. Many companies are missing out on phenomenal talent simply because that person has a disability, and the organization is not inclusive. No one wants to go to a place that has not already demonstrated that they are welcome.

Begin by connecting with local disability advocacy groups and organizations. They can provide guidance on creating an inclusive workplace. These collaborations can also raise awareness about the benefits of embracing diversity and creating a more inclusive work environment.

It’s also essential to provide training to educate your teams on disability awareness and inclusion. Many people did not grow up in an integrated school system, and unless you have a sibling or a child with a special need, someone could unknowingly discriminate or be disrespectful. Workshops can help foster understanding and respect and open the team’s eyes to actively being more inclusive.

Along those lines, executives can intentionally lead the way by establishing service and volunteer days at organizations like KOTM, allowing employees to engage directly with children or adults with disabilities. Thanks to our volunteer program at KOTM, we have seen thousands of community members walk away with a deeper empathy, a better understanding of special needs and what a gift these community members are to those of us who are typically developing.

Additionally, offering office space for evening respite programs or nonprofit gatherings demonstrates a commitment to inclusion. These meaningful actions foster connections, set a powerful example of leadership in creating a more inclusive society, and create an incredible impact in your community. In the early days of KOTM, the generosity of several businesses allowed us to use their building, empowering us to serve families in the community and grow into the multimillion-dollar organization we are today.

When it comes to making a company or workplace more inclusive for the disabled, it’s about more than ramps, proper signage, or even getting rid of the awful overhead fluorescent lighting (which, let’s be honest, everyone hates anyway). Businesses have a responsibility to be leaders in the communities where they conduct business and care for the people whose livelihoods depend on them.

Businesses should lead the way in the change we want to see while also allowing businesses to recruit top talent they would have missed out on. Everyone benefits when companies create a workplace that embraces inclusivity, empowers individuals with disabilities, and embraces the unique talents and perspectives they bring. I encourage every leader to reflect on your company’s current inclusivity practices and ask, “Are there any areas where we could do more to support individuals with disabilities?” Start with small changes, like implementing flexible work policies, and work your way toward larger initiatives like designing neurodiverse office spaces. The impact of these efforts will not only benefit your employees but also improve your company’s bottom line and reputation.