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LinkedIn: https://www.linkedin.com/school/elwyn/;
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Why is neurodiversity important to you or your organization?
Neurodiversity is important to Elwyn because it acknowledges and values the different ways people think, learn, and process information. For an organization like Elwyn—especially in the context of behavioral health and disability services—embracing neurodiversity is essential to fostering an inclusive environment for both employees and the individuals we serve.
From a DEI perspective, supporting neurodivergent employees means ensuring equitable access to career development, accommodations, and workplace policies that recognize diverse needs. It also means leveraging the unique strengths of neurodivergent individuals, such as innovative problem-solving and fresh perspectives, to enhance team dynamics and elevate organizational culture.
For the populations Elwyn serves, prioritizing neurodiversity means developing programs and services that respect varying cognitive and sensory experiences, ensuring that care is person-centered and empowering. It’s about shifting from a deficit-based model to one that sees neurodivergence as a valuable part of human diversity.
Incorporating neurodiversity into workplace bias training, career development, and engagement strategies aligns with our broader DEI efforts to reduce barriers and create a workplace where all employees have the opportunity to thrive.
What services, resources, or initiatives does your organization provide to support neurodivergent employment? (org only)
Our work in neuroinclusive employment advocacy at Elwyn directly aligns with our mission: “Elwyn makes life better for people with developmental and behavioral health challenges.” By fostering a workplace that embraces neurodiversity, we not only support our employees but also enhance the quality of care and services we provide to the individuals we serve.
When we advocate for neuroinclusive employment—through bias-aware hiring, workplace accommodations, leadership pathways that recognize diverse cognitive strengths, and an Employee Resource Group (ERG) for those who are neurodivergent—we’re not just improving workplace culture. We’re reinforcing Elwyn’s commitment to creating environments where neurodivergent individuals can thrive, both as employees and as recipients of our services.
The most fulfilling moments come when employees feel empowered to bring their full selves to work without fear of stigma, and when we see the positive ripple effect – better retention, more engaged teams, and ultimately, better outcomes for the communities we serve.
What is the best part of your work in neuroinclusive employment advocacy?
The best part of our work in neuroinclusive employment advocacy is seeing the tangible impact it has on individuals’ lives. Witnessing employees feel more confident and empowered in their roles is incredibly meaningful. The most fulfilling moments are when neurodivergent team members share how the accommodations and inclusive practices at Elwyn have allowed them to grow professionally. It’s a constant reminder that when we build a more inclusive workplace, we create an environment where everyone has the opportunity to reach their full potential.
What inspired your advocacy work, and what impact do you hope to make?
Our advocacy for neuroinclusive employment was inspired by a clear need from our staff. It started with our teachers at Elwyn’s Davidson School, who voiced the need for greater support and inclusion for neurodivergent employees. Their request led to the formation of an Employee Resource Group (ERG) Able@Elwyn, dedicated to neurodiversity and physical disabilities, which has since driven meaningful organizational change.
Through the ERG’s work, we’ve:
- Conducted Title III ADA audits to ensure our facilities and digital spaces are more accessible.
- Partnered with institutions like the Drexel Center for Autism to bring evidence-based best practices into our workplace.
- Revamped Elwyn’s internal accommodations process, making it simpler and more transparent for employees to request the support they need.
At Elwyn, our purpose is “Creating Opportunities. Inspired by Differences,” which isn’t just about the people we serve—it’s about creating an inclusive, thriving workplace for our own employees. The impact we hope to make is a long-term cultural shift where neurodivergent employees don’t just feel accommodated but truly valued, supported, and empowered to grow in their careers.
What is your call to action for other organizations to advance neuroinclusive employment opportunities? Please select your top 2
Partnering with higher education institutions for student internship opportunities, Start a Neurodiversity Focused Employee Resource Group
What neuroinclusive employment stereotype or myth would you like to “bust”?
One of the biggest myths we’d like to bust about neuroinclusive employment is the idea that neurodivergent individuals require excessive accommodations or can’t thrive in leadership roles. The reality is that when workplaces are designed with inclusiveness in mind, neurodivergent employees bring incredible strengths—such as innovation, deep focus, and creative problem-solving—that drive organizational success.
At Elwyn, our commitment to “Creating Opportunities. Inspired by Differences” means recognizing and celebrating these strengths, not just accommodating challenges. Our core values guide us in fostering a truly inclusive workplace:
- Safety – Creating environments where neurodivergent employees feel psychologically safe to disclose their needs and be their authentic selves.
- Excellence – Leveraging the unique talents of neurodivergent employees to enhance problem-solving and service delivery.
- Teamwork – Encouraging collaboration by fostering diverse ways of thinking and ensuring all voices are heard and valued.
- Ownership – Empowering employees to take pride in their contributions, recognizing that diverse cognitive styles enhance organizational performance.
- Stewardship – Committing to sustainable, long-term inclusion efforts that remove barriers and create meaningful career pathways for neurodivergent professionals.
By embedding neuroinclusivity into our workplace culture, we’re not just supporting employees—we’re driving Elwyn’s mission forward and making life better for the individuals and communities we serve.
What else would you like to share?
We would like to share that creating a truly neuroinclusive environment requires continuous learning, collaboration, and a willingness to listen. At Elwyn, we’re committed to evolving our practices and policies to ensure that neurodivergent employees are fully included and celebrated. We believe that neurodiversity enhances creativity, strengthens problem-solving, and fosters innovation. We also recognize that this journey is ongoing and there is always more to learn, and we must remain open to evolving our approach as we continue to support neurodivergent individuals in the workplace. Our efforts are about creating a long-lasting culture where everyone feels value, supported, and empowered to contribute their unique strengths.