Inclusion is a primary goal for workplaces today, especially when supporting neurodivergent employees. But how do we understand the real factors shaping how neurodivergent individuals are treated in the workplace? The Stone and Colella model for neurodivergent employees provides a structured framework to explore this. Developed initially to examine the experiences of employees with disabilities, this workplace inclusion model offers insight into what shapes inclusion, support, and advancement for neurodivergent employees.
Let’s dive into how this Stone and Colella inclusion model functions and see how it applies to neurodiversity in the workplace.
The Basics: What is the Stone and Colella Model?
The Stone and Colella model breaks down workplace experiences into categories that influence how employees with disabilities, including neurodivergent employees, are treated. These categories, also known as “antecedents,” reveal how various factors shape outcomes such as hiring, performance evaluations, promotions, and peer relationships, key aspects of neurodiversity in the workplace.
The model highlights three primary outcomes that impact neurodivergent employees:
- HR Administrative Outcomes: How performance evaluations, promotions, pay increases, and job stability are determined.
- Developmental Outcomes: Opportunities for job assignments, training, mentorship, and career growth.
- Interpersonal Outcomes: The extent to which employees feel included within their teams and receive support.
Each of these outcomes is influenced by six key factors, which organizations must consider to create an inclusive workplace environment.
Six Key Factors Influencing Neurodiversity in the Workplace
The Stone and Colella model categorizes factors that shape workplace treatment into six primary areas. Here’s how each of these areas can influence the inclusion model for neurodivergent employees.
1. Legislation
Anti-discrimination and disability rights laws form the foundation for workplace inclusivity, protecting all employees, including neurodivergent individuals. However, many of these laws are often more focused on physical disabilities, leaving the needs of neurodivergent employees overlooked. Recognizing this gap, organizations must develop policies that go beyond compliance to support the nuances of neurodiversity in the workplace.
2. Organizational Characteristics
Policies, HR practices, and the overall company culture play significant roles in shaping the experiences of neurodivergent employees. Organizations promoting inclusive workplace practices create a culture where neurodivergent employees feel valued and understood. Companies that provide accessible technology offer flexible work arrangements and prioritize neurodiversity training further enhance their workplace inclusion model.
3. Nature of the Job
For neurodivergent employees, the nature of the job itself can be a significant factor. Some neurodivergent individuals excel in roles with predictable routines, while others thrive in jobs that allow creative problem-solving. When considering neurodiversity in the workplace, organizations may find that adjusting roles that require high levels of sensory tolerance or social interaction can make positions more inclusive for neurodivergent employees.
4. Attributes of Observers
The Stone and Colella model emphasizes the influence of “observers”—supervisors, peers, and sometimes clients—who interact with neurodivergent employees. These individuals’ personalities, experiences, and knowledge about neurodiversity shape how they treat their neurodivergent coworkers. Managers or peers with a background in neurodiversity inclusion training are more likely to create a welcoming environment, avoiding stereotypes that could otherwise impact neurodivergent employees’ workplace experiences.
5. Observers’ Job-Related Expectations
The expectations of managers and colleagues about working with neurodivergent employees shape the quality of support and trust they provide. Managers who view neurodivergent traits as strengths are more likely to provide supportive accommodations. Understanding neurodiversity in the workplace means shifting assumptions toward recognizing strengths rather than limitations.
6. Attributes of the Individual
Finally, each neurodivergent employee brings unique traits and strengths that can influence their organizational experience. Some may have visible characteristics, while others’ neurodivergent traits are less noticeable but equally impactful. Traits like hyper-focus or unique problem-solving abilities can add significant value to teams, especially when organizations embrace the Stone and Colella inclusion model to encourage such strengths.
Applying the Stone and Colella Model to Neurodivergent Employees
The Stone and Colella model for neurodivergent employees can be adapted to include additional factors, helping organizations build a well-rounded inclusion model. Below are several ways companies can use this model to support neurodivergent employees better.
Expanding “Attributes of the Individual”
Neurodivergent individuals bring diverse skills and experiences. Adding factors like past work experience and specific strengths (such as attention to detail or pattern recognition) offers a fuller understanding of how neurodivergent employees can contribute to an inclusive workplace.
Considering Sensory Needs in “Nature of the Job”
Adjustments like lighting, sound, and workspace layout are vital for neurodivergent employees with sensory sensitivities. Adding sensory accommodations to the nature of the job category allows organizations to build a more inclusive environment that addresses these crucial needs.
Adding “Nature of Industry and Occupation”
Some industries, like technology, are more inclusive of neurodivergent employees, while others may have stricter requirements or less flexibility. Recognizing industry-specific factors within the Stone and Colella model helps organizations tailor their policies to support neurodivergent employees effectively.
Including Non-Organizational Influences
Outside influences, such as family and mentors, play essential roles in supporting neurodivergent employees. Recognizing these influences within the model offers a more comprehensive view of how neurodivergent individuals navigate their careers, particularly in inclusive workplaces.
Acknowledging Intersectional Factors
Neurodivergent employees often belong to multiple identity groups, with factors like gender, race, and socioeconomic status influencing their workplace experiences. Including these intersectional identities helps organizations provide personalized support within their workplace inclusion model.
Why This Matters for Inclusive Workplaces
Using the Stone and Colella model, organizations can identify barriers that neurodivergent employees face and actively work to remove them. This framework helps companies build inclusive policies, ensuring neurodivergent employees feel supported.
Here’s how organizations can use the Stone and Colella model to develop inclusive practices:
- Training and Awareness: Educating managers and peers about neurodiversity in the workplace can help them recognize and appreciate the strengths of neurodivergent employees.
- Tailored Support: Providing accommodations that address sensory needs and individual strengths makes the workplace more accessible and inclusive.
- Flexible Policies: Adapting roles to suit diverse work styles encourages inclusivity and ensures neurodivergent employees can succeed.
By applying the Stone and Colella inclusion model to neurodiversity, workplaces can foster environments where neurodivergent employees are included, respected, and positioned for success.
Conclusion
The Stone and Colella model for neurodivergent employees offers a valuable framework for creating inclusive workplace practices. For organizations, this approach is about more than just compliance; it’s about building a culture that respects neurodivergent strengths and challenges. Embracing these strategies can create workplaces where neurodivergent employees don’t just get by—they thrive.