This comparison draws in part from “Fostering a neuro-affirming workplace: Successes and barriers encountered within a behavior analytic setting.” by Summer Bottini, PhD, BCBA-D (BehaviorLive), and extends it with peer-reviewed research from our library of 27,900+ ABA research articles. The decision framework, BACB ethics code references, and cross-links below are synthesized by Behaviorist Book Club.
View the original presentation →Organizations seeking to become more inclusive of neurodivergent employees typically adopt one of two broad approaches. Awareness-only approaches focus on education, training, and messaging that increase understanding of neurodiversity without changing organizational systems. Systemic neuro-affirming approaches go further by restructuring policies, environments, and practices to actively accommodate and value neurological diversity. Summer Bottini's presentation documents both the successes and barriers encountered when organizations attempt the more ambitious systemic approach, providing practical guidance for navigating the transition. This comparison helps organizations understand where they currently fall on this spectrum and what additional steps would strengthen their inclusion efforts.
| Factor | Evidence-Based Approach | Traditional Approach |
|---|---|---|
| Scope of change | Awareness-only: Changes individual knowledge and attitudes through training and education; organizational structures remain unchanged | Systemic neuro-affirming: Changes organizational policies, physical environments, communication norms, hiring practices, and performance evaluation alongside individual education |
| Employee experience | Awareness-only: Neurodivergent employees may feel acknowledged but still face the same structural barriers in their daily work | Systemic: Neurodivergent employees experience tangible differences in their ability to work effectively, access accommodations, and contribute their perspectives |
| Sustainability | Awareness-only: Gains fade quickly as training effects diminish and organizational attention shifts to other priorities | Systemic: Changes are embedded in organizational infrastructure and persist regardless of leadership turnover or shifting priorities |
| Resistance encountered | Awareness-only: Generates minimal resistance because it asks little of the organization beyond attending training | Systemic: May encounter significant resistance because it requires changing established practices, reallocating resources, and confronting assumptions about how work should be structured |
| Impact on clinical services | Awareness-only: Minimal direct impact on service delivery; staff understand neurodiversity conceptually but organizational practices do not change | Systemic: Produces meaningful changes in how neurodivergent staff contribute to clinical decision-making, how services are designed, and how the organization's inclusion values are demonstrated to clients and families |
| Measurement approach | Awareness-only: Measured by training completion rates and knowledge assessments | Systemic: Measured by retention rates, accommodation utilization, employee satisfaction, disclosure comfort, and organizational culture assessments |
The ABA Clubhouse has 60+ on-demand CEUs including ethics, supervision, and clinical topics like this one. Plus a new live CEU every Wednesday.
Use this framework when approaching fostering a neuro-affirming workplace: successes and barriers encountered within a behavior analytic setting. in your practice:
Does the data support a need for intervention? Is there a meaningful impact on the individual's quality of life, safety, or access to reinforcement?
YES → Proceed to assessment NO → Document reasoning, monitor
A functional assessment should guide intervention selection. Avoid defaulting to standard protocols without individual analysis. Consider environmental variables, setting events, and private events.
YES → Select evidence-based approach matched to function NO → Complete assessment first
Goals should be co-developed. Assent and informed consent are ethical requirements. The individual's preferences and values matter in selecting both goals and methods.
YES → Proceed with collaborative plan NO → Engage in shared decision-making
This course covers the clinical and ethical dimensions in detail with structured learning objectives and CEU credit.
Fostering a neuro-affirming workplace: Successes and barriers encountered within a behavior analytic setting. — Summer Bottini · 1 BACB Ethics CEUs · $20
Take This Course →We extended this decision guide with research from our library — dig into the peer-reviewed studies behind each approach, in plain-English summaries written for BCBAs.
258 research articles with practitioner takeaways
225 research articles with practitioner takeaways
224 research articles with practitioner takeaways
1 BACB Ethics CEUs · $20 · BehaviorLive
Research-backed educational guide
Research-backed answers for behavior analysts
All behavior-analytic intervention is individualized. The information on this page is for educational purposes and does not constitute clinical advice. Treatment decisions should be informed by the best available published research, individualized assessment, and obtained with the informed consent of the client or their legal guardian. Behavior analysts are responsible for practicing within the boundaries of their competence and adhering to the BACB Ethics Code for Behavior Analysts.