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Neurodiversity at Work
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What is Neurodiversity?
Neurodiversity, also known as neurodivergence, represents the concept of cognitive differences which are part of normal brain development variations. Simply put, everyone's brains are wired differently. We all experience the world in different ways, and therefore, it's unsurprising that we think, learn, communicate and behave in our own unique ways. Neurodivergence refers to a community of specific groups of people who have pronounced strengths and challenges. The most commonly known neurodivergences include: Dyslexia, Autism, ADHD, Dyspraxia, Dyscalculia, Dysgraphia and Tourette's.
Neurodiversity has become a hot topic for progressive employers who are working hard to understand and tap into it because it is likely to represent a significant proportion of their company's talent pool with 15-20% of the global population being neurodivergent.
In a survey conducted by the UK-based Chartered Institute of Personnel and Development (2018), 72% of HR professionals said neurodiversity wasn’t included in their people management practices, and 17% said they didn’t know if it was included. This is a big problem, both for neurodivergent individuals AND for the respective organisations whether they currently realise it or not.
What has this got to do with my organisation?
There will already be people in your company who are part of the neurodivergent community, and even some who are unaware that they are. This means it is possible that both your organisation and some of these employees may not be making the most of their unique talents.
Despite many companies’ increasing their workforce focus on diversity, equity, and inclusion (DE&I), the huge talent pool of qualified neurodivergent individuals is often overlooked in the diversity conversation, and consequently, hiring efforts, with many often filtered out in the initial stages of the recruitment process.
To continue to unconsciously exclude and not actively focus on this significant demographic means your organisation risks missing out on, not only skills and expertise, but productivity and customer trust. Hiring neurodiverse individuals is not being generous or charitable, it just makes good business sense and more companies than ever are seeing and harnessing the competitive advantage that someone with neurodivergence can bring to their business.
The competitive advantage that neurodivergence brings, is ‘diversity of thought’ which you will get from employing people with different perspectives, backgrounds, and experiences. Diversity of thought encourages teams to be more innovative and creative and this innovation and creativity is key, not only to thrive, but for a company to survive a highly competitive and global market.
The research shows that the companies who decide to invest the time in understanding how to employ and support neurodivergent individuals, will and are benefiting greatly.
Many neurodivergent candidates are wired to think out of the box and are gifted in skills that are essential for business success. For example, people with ADHD have exceptional focus and problem-solving abilities. Similarly, autistic people are meticulous and have higher analytical thinking, whereas 'Dyslexic Thinking' is now a skill listed on LinkedIn and has been added to the dictionary. Skills include; critical thinking, innovation, enhanced creativity, problem-solving, and decision-making abilities.
Considering neurodiversity as unimportant or not a priority, is not only disregarding the value of neurodivergent individuals, but also ensures you miss out on the unique skills and perspectives they can bring to enhance your organisation’s thinking and productivity and therefore it's ultimate success. Is this something you really want do?
We know the term 'neurodiversity' encompasses a spectrum of traits which have been labelled as disorders. This is pretty negative right? Especially when these so called 'disorders' often come with gifts and talents that the workplace really needs. Disorder or just difference?
Let me help you to understand this talent better then you decide!
How support from Inspire Coaching can help unlock the potential of neurodivergence within your organisation
With the various services on offer, such as 121 workplace coaching, awareness training, and recruitment brokerage and consultancy services, an organisation can benefit in numerous ways by:
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Gaining a deeper understanding of neurodiversity and how it affects your employees and customers.
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Learning how to create a more inclusive and diverse workplace culture that fosters innovation and collaboration.
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Discovering how to attract, retain, and develop neurodivergent talent for your business.
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Accessing expert advice on workplace reasonable adjustments and Access to Work funding to ensure you get things right.
121 Workplace Coaching and Support
121 workplace coaching and support for neurodivergent individuals and their line managers.
The sessions will be lead by the needs of the individual. Using development plans your employees can learn how to harness their unique abilities; to perform more confidently in their role and to better understand the working environment.
Line managers can be supported so as they can support their neurodivergent team members effectively and with confidence.
Sessions can be held
virtually or in-person at their workplace whichever is most suitable.
Coaching can work particularly well when onboarding new employees or with supporting employees to fully embrace and take maximum advantage of any reasonable adjustments that may have been put in place.
Coaching costs may be subsidised if requested through the Access to Work grant.
Neurodiversity Awareness Workshops
In order to cultivate a diverse and inclusive workplace, it helps if all staff understand what neurodiversity means within the workplace. Workshops can be offered on specific types of neurodivergence and all training can be adapted to suit the particular needs of your organisation.
Neurodiversity Awareness Workshops (all staff)
This workshop is suitable for all staff and provides education of the basics; providing a detailed overview of the different types of neurodivergence, common misconceptions and highlights the benefits of maintaining a neurodiverse workforce.
Managing Neurodivergent People (HR/managers)
This workshop is a follow on and step up from the awareness workshop.
Neurodivergent people make fantastic employees, some of whom are likely to require a certain level of support in a few key areas if you wish to help them thrive in their role and get the best out of their talents.
Learn how to recognise neurodiversity at work; how neurodivergence effects thinking and communication styles. We will look at the spiky profile of strengths and challenges and consider what support will offer strategies for success.
Inclusive Recruitment Practices & Consultancy
Recruitment brokerage
A tailored end to end recruitment service whereby we work with you to find, recruit and train the best possible candidates.
Inclusive recruitment, culture, and skills audits
Get clear on how our organisation is currently doing.
Inclusive recruitment is where we work with you to design and implement strategies that reduce the potential for bias and ensure an inclusive recruitment process. We provide training for managers on skills such as using job descriptions and person specifications effectively, having an inclusive attitude, and avoiding unconscious bias.
A culture audit will provide insights into your organisation’s culture and identifies areas for improvement. It reveals the inclusivity and diversity of your workplace, the implementation of values and policies, and employee engagement and satisfaction.
A skills audit will assess the skills and competencies of your workforce. It identifies areas of excellence and areas needing development. This information can be used to develop targeted training programs, career development plans, and address any skills gaps in your organisation.
You'll be supported with the design and implementation of effective strategies that will boost your diversity and inclusion goals.
Workplace Assessments & Access to Work Advice
Advice and support can be given on workplace assessments, reasonable adjustments and Access to Work funding which can help to level the playing field for your neurodivergent employees by supporting and enabling them to do their best work.
The full service can take a member of your team from initial assessment to the recommendation of workplace adjustments and into the training and support they and your team will need to be the best they can be!
Simple yet effective changes can make a massive difference for your employees.