The government’s white paper on a future post-Brexit immigration policy looks set to have a dramatic impact on employers, especially low-skilled ones if they are implemented. What would the impact of a 30k minimum salary threshold be on your organisation? Join us on 12 August in Manchester with Gerwyn Davies CIPD Public Policy Adviser to discuss.
Author: CIPD Manchester Branch
Many employers worry that they don’t know enough about neurodiversity or that they may struggle to make adjustments to support an employee. Neurodivergence affects individuals in very different ways and covers a range of challenges and needs, some of which may be relatively straightforward and others much more complex. In this fifth blog post in the series Yvonne Saxon highlights some simple things that you can do as an employer to support these needs, which may benefit other employees too.
When businesses hire neurodivergent people, it is common for them to try to minimise the impact of the divergent thinking style; to try to “neutralise” any noticeable differences. While this often stems from the best of intentions, it neglects to see that these divergent thinking styles are a strength, not a symptom to be cured or problem to be solved. Melissa Venner writes the fourth in our series of blog posts on #NeurodiversityAtWork
Liz Needham reflects on attending the CIPD Manchester Branch Modern Slavery and Human Trafficking Forum in Manchester with Hope for Justice, Squire Patton Boggs and the Slave-Free Alliance
‘Neurodiversity’ is increasingly being talked about by HR professionals as part of diversity and inclusion debates. However, most employers are only beginning to appreciate the benefits of embracing neurodiversity. Jill Miller, Policy Adviser at CIPD, talks about creating neurodiversity-friendly workplaces in the third of our series of blog posts #NeurodiversityAtWork