Rachel and Mike reflect on the CIPD Manchester neurodiversity at work campaign (including brilliant blogs from people across the HR and L&D sectors) and draw out the key points of interest.
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
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