Promote awareness and inclusive practices with neurodiversity training
Organisations are increasingly realising the benefits of neuro-inclusion and importance of supporting neurodiverse employees. Employing people with different, often rare areas of strength, can offer businesses new perspectives and innovation. Greta Thunberg (Asperger’s), Simone Biles (ADHD), Pokémon creator Satoshi Tajiri (ASD) and Richard Branson (Dyslexia) can all be considered neurodivergent. Ultimately, supporting neurodiversity at work means embracing the fact that we all think differently, and that’s no bad thing.
Neurodiverse teams have also been found to outperform their neurotypical counterparts. When Hewlett Packard Enterprise placed over 30 neurodivergent software testers in Australia’s Department of Human Services, the outcome was a 30% boost in productivity. At SAP, a multinational software company, one neurodivergent employee was instrumental in a technical fix worth an estimated $40 million in savings.
With over 35 years of experience creating inclusive workplace cultures, we design and deliver engaging neurodiversity training programmes to help raise awareness and understanding of how to attract and retain neurodiverse talent. We can help you to make relevant adjustments and ultimately create a neuro-inclusive workplace
Supporting Neurodiversity
As of 2020, only 7% of global companies had a neurodiversity plan in place
Neurodiversity in Tech
Governments stand to gain around $50,000 per person by employing neurodiverse groups as tech workers
Positive assessment + appreciation
Building inclusive cultures for neurodivergent and neurotypical colleagues alike
Neurodivergent individuals may engage with the world in unique ways and express themselves through behaviours considered different (neurodivergent) to the wider (neurotypical) population. Often associated with a lack of social skills or emotional intelligence, neurodiversity can also offer unparalleled excellence in problem-solving, innovation and data analytics, the business benefits of which are manifold.
Neurodivergency is a nuanced and complex topic covering a wide spectrum of experiences. It’s covered by the UK’s anti-discrimination law (Equality Act 2010), which defines someone as disabled if they have a physical or mental impairment. Our disability awareness training intersects with our neurodiversity training, providing HR teams and managers with an integrated approach.
Equity, belonging, respect
Recognising and respecting neurodiversity at work
By creating a culture of inclusion and raising awareness and understanding of the differences involved, you can help create a neuro-inclusive workplace where neurodivergent individuals are empowered, valued and able to thrive. Our neurodiversity training programmes build awareness around neurological diversity and the various ways it may manifest itself in individuals. They will also lay the foundations for inclusive practice among staff and managers.
Co-designed in line with your organisation’s DEI objectives, our neurodiversity training programme covers:
- The organisational context for neurodiversity
- The business benefits of embracing neurodifference
- Attracting and retaining neurodiverse talent
- Making environmental adjustments for neurodiverse staff
- How to manage neurodiverse talent
- Ensuring your neurodiverse employees feel safe and included
Challenging stereotypes
Bridging gaps in understanding around neurodiversity
In 2020, research by the ILM highlighted a significant lack of understanding of neurodiversity in the workplace among key decision-makers, with half of leaders and managers unlikely to hire a neurodivergent employee. And while only 29% of neurotypical employees felt that staff behaved in a way that excluded their neurodivergent colleagues, this figure rises to 60% among autistic employees.
We work with organisations to counter traditional negativity and reticence around neurodiversity and to challenge the assumptions around the various ‘conditions’ it covers. The combination of different traits is unique to each person – it’s how we include neurodiverse individuals that is key to their success (and the business’s) as well as their sense of engagement and belonging at work.
Neurodiversity FAQs
What does neurodiversity mean?
Neurodiversity is an umbrella term that describes the variations in neurodevelopmental differences. Some groups included within the neurodiverse community are people with autism, dyslexia, dyspraxia, and ADHD.
The term emphasises the fact that these groups are not handling conditions that should be treated or corrected, but rather embraced as normal differences between people’s brain functions. Instead of trying to make everyone think in the same way, we should accept and understand each other’s unique ways of working.
What are the benefits of neurodiversity at work?
A good business wants people who have different areas of strength. Embracing neurodiversity at work means utilising the fact that we each have a different way of thinking — this allows companies to explore a diverse range of ideas, skills and creative input.
Beyond the benefits of hiring a diverse workforce that has a multitude of perspectives and experiences, neurodiverse people, in particular, hold a host of skills that businesses may find beneficial. For example, people on the autism spectrum are often exceptional at recognising patterns and rule-based thinking, while those with dyslexia have been found to have excellent spatial reasoning skills and creativity.
How can you support neurodiversity in the workplace?
In order to support neurodiversity in the workplace, you first need to get rid of bias. There are many stereotypes regarding neurodiverse people, and without tackling them in your hiring team, you may lose out on fantastic candidates. Having a conscious and active approach to discussing neurodiversity at work can also make your employees — both the neurotypical and neurodiverse ones — feel more comfortable and understand each other.
You should also consider that neurodiverse people may have specific requirements that will help them thrive, for example, a quieter environment free of distractions for those with ADHD. EW Group can help you come up with a plan to increase neurodiversity in your office.
Work with us to develop inclusive practice around neurodiversity
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