Knowledge center
The Neuroinclusion at SAP team has developed a suite of complimentary resources to share insights and best practices regarding neuroinclusion in the workplace for your inspiration.
Explore resources
Access assets in support of your organization's interest in getting started, creating a program, or expanding your initiatives to help create a more inclusive and diverse workplace.
Getting started in building a program team
A pilot program is a great way to get started. While there are many new concepts to consider, it's important to have a clear plan and clarity from the beginning.
Building a project team
The composition of a team that is leading neuroinclusive talent initiatives will differ from company to company, depending on the organization’s structure, support from leadership, and the resources available.
Defining success
There are several ways to assess the success and impact of a neuroinclusive initiative. While hiring results are an important metric, they shouldn't be the sole focus. Consider how diversity of thought amongst your workforce can contribute to your organization's growth and innovation.
Building a business case
A neuroinclusive initiative business case should define the core business value, benefits, impact, components, and considerations of an initiative to get confirmation from top decision-makers to move forward.
Structuring a program for the future
When structuring your inclusion hiring initiatives, consider how to ensure the program will be able to scale and grow over time.
Creating awareness campaigns
As organizations pursue workforce diversity by incorporating neurodivergent talent, effective communication becomes a key driver of program success.
Understanding roles and responsibilities
A clear definition of roles and responsibilities for all stakeholders creates more efficient teams, improved outcomes, and an overall positive and productive work environment.
Implementing neuroinclusive practices
While every organization may have its unique approach to recruiting, onboarding, interviewing, and talent development of neurodivergent people, there are foundational best practices that can be leveraged for greater success.
Sourcing and screening candidates
Adopting a strategic neuroinclusive approach for sourcing and screening candidates is valuable for an integrated approach.
Selecting partner organizations
Identifying a reliable, high-quality partner organization is a critical step to successfully launching your neurodiversity hiring initiatives.
Creating a support system
Implement a support circle model so that neurodivergent employees have what they need to succeed and know how to access it throughout their careers.
Enablement for managers
Proactive support from a manager is essential in creating positive and productive relationships with their neurodivergent employees.
Choosing a hiring philosophy
Deciding on a hiring philosophy and approach to headcount helps form the foundation of your program. Your approach will likely develop over time, but setting clear rules from the beginning ensures more consistency and less confusion in internal communications.
Recruiting tips for HR and interview guidance
This guide is designed to share the end-to-end process provide interview instructions, and aid interviewers so that they can see candidates' strengths in a new way.
Office guide
For new neurodivergent employees, a well-designed visual guide available prior to arrival can significantly reduce anxiety and pre-emptively address common questions about the office.
Workplace adjustments
Creating a supportive work environment for neurodivergent individuals can enhance productivity and well-being.
Uplevel your offerings
Many organizations, regardless of size, have developed and enhanced successful neuroinclusion initiatives that create value by fostering diverse talent and advancing employment opportunities for neurodivergent talent.
Creating an inclusive work environment
Everyone is best served when working in an inclusive environment. Build an environment where employees can thrive through understanding a new colleague’s needs, conducting inclusive meetings, and making minor adjustments to the work environment.
Expanding geographically
Ready to expand after taking the first steps towards increasing neuroinclusive initiatives in one location? Explore how to harness experiences from one site to span across multiple cities and countries.
Retaining employees
Neuroinclusion in the workplace goes beyond a signed offer letter and a successful first day in the new job. Offering a workplace that allows your new talents to shine throughout their careers is paramount to maintaining employee retention.