Aligning the Great Resignation with Corporate Culture, Autism, and Neurodiversity

“The new normal that every company must accept to be successful is to create an emotionally safe work environment marked by respect, acceptance and celebration of employee differences. In other words, companies innovate better with diversity and inclusiveness.

Kenny Rogers, in his hit song, ‘Know when to bend them‘ tells us that the hand dealt to us is the only one we have to play. Sometimes it’s a bad hand, and we have to know when to quit.

Yet people are not cards. In fact, those working among us with atypical learning, communication, or organizational styles could very well be the “royal flush” we’ve been waiting for. Now is not the time to ‘fold’ them, but to play the hand with full investment of resources.

Those somewhere on the autism spectrum (and you’d be surprised how broad that spectrum is) are often that winning hand for the company hidden in plain sight” (Michael Parise, MDiv, MA, CSD, 2020).

Michael recently spoke to the Great Careers Groups on Joy of negative self-talk. He’s a former Catholic priest who decided to join The Great Resignation and bend them.

After more than three decades as a priest, he has come out of retirement but still listens to people’s stories as a life coach. He shared some very stimulating information and we are delighted to welcome him back in June.

I knew I wanted to share some of Michael’s wisdom in light of the fact that April was Autism Acceptance Month (ACCEPTANCE; not CONSCIOUSNESS)

Autistic people are part of the neurodiverse community, including dyslexia, dyscalculia, attention deficit hyperactivity disorder (ADHD), obsessive-compulsive disorder (OCD), and more.

These people with neurological differences can bring a new perspective to the workforce, but they need to feel like they belong as an employee. Everyone wants to feel like they belong. Neurodiversity makes teams more productive, says the recruiter, and there are many reasons why this is listed in the article.

Companies may have a DEI policy, but what about a DEIBA policy – ​​diversity, equity, inclusion, belonging and accessibility? If an autistic presents differently from their neurotypical peers, will they be treated with respect and feel like they belong?

Is the corporate culture appropriate? According to the Society of Human Resources Management (SHRM), “an organization’s culture defines the right way to behave within the organization and sets the context for everything the company does.” You can even take a quiz to test your understanding of the culture.

To find out what your employees are saying about your company, you can check out some business review sites such as Glassdoor, Indeed, Kununu, Comparably, InHerSight, Team Blind, and other platforms. There are also apps, like Fishbowl Professional Network. Does anyone in your company do social listening on social media? Do you act on what you hear?

With The Great Resignation, The Great Reshuffle, or The Great Reset, companies that need to hire new employees need to attract desirable candidates, and a big part of that is making sure there’s a good match. cultural.

The Bureau of Labor Statistics has updated its Job Openings and Turnover Survey (JOLTS) report indicating that there are 11 million jobs available. Reuters noted that there are 1.5 job openings per unemployed person.

So how does a company sell its culture? Are there subcultures? What makes a culture, you ask? There are plenty of areas to consider, so here’s the list!

Core Beliefs and Values, Hours of Operation, Customer Relations, Customer Satisfaction, Communications, Community, Corporate Social Responsibility (Employee Volunteers), Customs, Traditions, Rituals, Standards, DEIBA, Dress Code, Effective Decision Making, benefits, increased confidence and Cooperation, ethics, family, fun? (contests, ping pong, etc.), hiring decisions, innovation, integrity, honesty, listening, metrics, office layout, onboarding, people or task oriented, policies and procedures, rewards and recognition, stability, teams, technology, training, and professional development, revenue, and more!

Where is your business? If you have poor customer relationships, low employee engagement, high turnover, or a toxic culture, you have an ineffective company culture and you may need to do something about it. . Culture is key if you want to embrace an inclusive workforce that includes people with autism and other neurodivergent people.

As an employer, do you ensure you meet EEOC accommodation requirements? Many autistic and neurodivergent people may need accommodations, and it could be a great reminder to read people with developmental disabilities in the workplace and the ADA.

I asked Hanan Isaacs, Esq. of the Kingston Law Group, to provide some gems as an employment lawyer for job seekers and disabled workers. He is regularly called upon to advocate or mentor those in need of reasonable accommodations in the workplace, so that people can more successfully obtain or perform employment.

“There are approximately 2.5 million Americans in the workforce affected by intellectual disabilities. We all have a duty to respect and support people with intellectual and other disabilities to reach their full potential. Federal law and Many state laws support this goal, as do labor lawyers for workers. I am proud to be one of them” (Isaacs, 2020)

A great article to read by Paige Gross is Autism in the Workplace: How You Can Support Neurodivergent Employees with DEO Practices.

For previous articles on the subject of neurodiversity and autism in the workplace, read these:

Neurodiversity in the Workplace

Neurodiversity Hiring: Celebrate Autism Acceptance Month

LinkedIn Outreach & Being the Hiring Voice of People with Autism or Asperger’s

Besides autistic employees, there are also autistic bosses. I had eight interviews with an autistic boss in 2013, as described in my recent LinkedIn post, and didn’t get the job.

While you’re here thank you for participating in the survey before it expires. I will publish this article in a LinkedIn newsletter in my featured section, so I invite comments to expand on this topic.

Have you read the previous article on How Employers Can Recruit and Hire Top Talent in the Big Resignation?


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