Many companies run employee resource groups for neurodiversity and separate family networks, but rarely connect the two. Bringing them together in a practical governance model can improve policy quality and implementation speed.

Why Integration Matters

Neurodiversity ERGs often understand workplace barriers, while parent networks understand caregiving realities. Joined insight produces better decisions than either group operating alone.

This is especially valuable where employees may be both neurodivergent and caregivers.

A Working Operating Model

Create a shared quarterly forum with HR, people analytics, and line-manager representatives. Focus on concrete blockers, not broad awareness themes.

Use a simple intake process for issues and publish response timelines so contributors see action, not just discussion.

Priorities That Deliver Early Wins

Early priorities usually include manager briefing packs, meeting norms, emergency leave pathways, and clearer adjustments process documentation.

These actions are visible, low-cost, and can quickly improve employee confidence.

Data and Confidentiality

Feedback should be aggregated and anonymised to protect trust. Organisations can still track trend metrics such as attrition, promotion, and usage of support mechanisms.

Small datasets should be interpreted cautiously, with emphasis on directional learning.

From Initiative to Infrastructure

Networks create value when they are treated as part of operating infrastructure rather than optional culture activity. Senior sponsorship and decision rights matter.

The aim is durable inclusion capability that continues through leadership and budget cycles.