Establish a group to support and advocate for neurodiversity in the research software workforce

[dr-eric-jensen]

Potential Activity Scope
Establishing a group to advocate for neurodiversity in the research software workforce is an essential step towards creating a more inclusive and supportive environment. The process begins with recognizing the importance of neurodiversity, which includes various neurological differences such as autism, ADHD, dyslexia, and others, and understanding how these aspects intersect with the work environment in the research software field.

The first step would be to engage with various stakeholders, including neurodiverse individuals, researchers, software developers, human resource professionals, and diversity and inclusion experts. Their insights and experiences would be crucial in shaping the group's mission, goals, and strategies, ensuring that the focus remains firmly on neurodiversity.

Next, the objectives and guiding principles of the group would need to be clearly articulated. This includes defining success, setting measurable goals, and aligning with broader diversity and inclusion values, with a specific emphasis on neurodiversity. The strategies and activities would then be designed to address the identified needs and barriers related to neurodiversity. This could include awareness campaigns, resources, training, mentorship, policy advocacy, and community engagement.

An organizational structure that reflects the diversity and inclusivity of the group would be established, with leadership roles, committees, working groups, and membership criteria all focused on supporting neurodiversity. Funding and resources would be secured to support these activities, potentially through grants, sponsorships, partnerships, or in-kind contributions from those who share the group's vision for neurodiversity.

The group's activities would be launched with regular meetings, workshops, conferences, and online platforms to connect members, share knowledge, and drive action towards neurodiversity. A robust monitoring and evaluation framework would be set up to track progress, assess impact, and identify areas for improvement, with regular feedback from members and stakeholders.

Sustainability and scalability would ideally be considered to ensure the group's long-term success in advocating for neurodiversity. Building a strong community of practice, nurturing leadership, and integrating efforts into existing diversity and inclusion initiatives could contribute to this longevity.

Potential Objectives

• To engage with stakeholders including neurodiverse individuals, researchers, software developers, human resource professionals, and diversity and inclusion experts to shape the group's mission, goals, and strategies, with a focus on neurodiversity.
• To articulate the objectives and guiding principles of the group, defining success, setting measurable goals, and aligning with broader diversity and inclusion values, emphasizing neurodiversity.
• To design strategies and activities that address the needs and barriers related to neurodiversity, including awareness campaigns, resources, training, mentorship, policy advocacy, and community engagement.
• To establish an organizational structure that reflects diversity and inclusivity, with leadership roles, committees, working groups, and membership criteria focused on supporting neurodiversity.
• To secure funding and resources to support the group's activities, through grants, sponsorships, partnerships, or in-kind contributions.
• To launch the group's activities with regular meetings, workshops, conferences, and online platforms to connect members, share knowledge, and drive action towards neurodiversity.
• To set up a robust monitoring and evaluation framework to track progress, assess impact, and identify areas for improvement, with regular feedback from members and stakeholders.
• To consider sustainability and scalability to ensure the group's long-term success in advocating for neurodiversity, building a strong community of practice, nurturing leadership, and integrating efforts into existing diversity and inclusion initiatives.

Targeted Impacts

• Increased awareness and understanding of neurodiversity within the research software workforce, leading to a more inclusive and supportive environment.
• Enhanced collaboration and engagement among stakeholders, fostering a culture of empathy, respect, and shared responsibility for neurodiversity.
• Development and dissemination of practical tools, resources, and guidelines that empower individuals and organizations to embrace and promote neurodiversity.
• Creation of a vibrant community of practice that serves as a hub for knowledge exchange, innovation, and advocacy related to neurodiversity.
• Positive influence on policies, practices, and norms within the research software field, contributing to systemic change that recognizes and values neurodiversity.
• Long-term sustainability and scalability of the group's efforts, ensuring that neurodiversity remains a priority and continues to shape the future of the research software workforce.
• Enhanced representation and participation of neurodiverse individuals within the research software community, enriching the field with diverse perspectives and talents.

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This potential activity was curated as part of "Charting the Course: Policy and Planning for Sustainable Research Software," a Sloan Foundation-funded project within URSSI dedicated to supporting the future of research software through evidence-informed policy work (Project contacts are: @danielskatz and @dr-eric-jensen). If you are interested in working on this, please add a comment.