Employers are becoming more aware of the benefits of a neurodiverse workforce and are making changes to encourage and support individuals with neurodivergent conditions. Organisations can develop processes and procedures that encourage people with neurodivergent conditions into the workplace and allow for reasonable adjustments. #NeurodiversityAtWork
Category: Guest blog
To ensure employee populations reflect the diversity of local communities we must establish a strategy of year-round inclusion, a culture-shift in thinking, serving and employing within our whole community. #NeurodiversityAtWork
Mike Shaw gives an Ignite talk on neurosdiversity at work and asks the question How inclusive is your organisation?
Ian Pettigrew reflects on the CIPD guide Neurodiversity at work sharing key points that resonated with him. The guide explores the strengths associated with autism, dyslexia, dyspraxia, ADHD, dyscalculia, dysgraphia, and tic disorders. Often, simple adjustments will have a significant impact in unleashing these strengths; for
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.