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
‘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
The CIPD Manchester Branch #NeurodiversityAtWork campaign aims to highlight the challenges for people, as well as the approaches organisations can take to be more inclusive. The campaign was inspired by the CIPD’s Neurodiversity at Work report, published in 2018. Gary Cookson shares his thoughts on the guide and its implications in the second of a series of articles.
The CIPD Manchester Branch #NeurodiversityAtWork campaign aims to highlight the challenges for people, as well as the approaches organisations can take to be more inclusive. The campaign was inspired by the CIPD’s Neurodiversity at Work report, published in 2018. Mike Shaw launches the first in a series of blog posts for the campaign.