We use these skills to do lots of things in our daily lives, like following instructions, solving puzzles, staying calm, and achieving our goals. I wouldn’t want the attendee list to be any longer, as this group was a nice size to still have wider discussions and ask questions freely. Goods and packaging must be in their original condition and returned within business hours, carriage paid with the returns note enclosed. We use evidence, data and qualitative information to lead the way in neurodiversity screening.
This in an opportunity to test your assumptions about job roles and explore the impact if an employee didn’t certain skills. Your selection criteria must be justifiable and define what is essential to succeed in the role. According to Deloitte, research suggests that teams that include neurodivergent professionals can be 30% more productive than those without neurodivergent members. Through their Autism at Work program, JP Morgan Chase has found that cognitively diverse employees are 90% to 140% more productive than neurotypical employees and make fewer errors.
Anxiety treatment without recognising ADHD or Autism may not address the underlying issues. The same applies to Menopause; many women are diagnosed with anxiety before a Menopause diagnosis. Productivity strategies that ignore sensory or executive functioning differences rarely stick.
The majority of human beings are what is termed neurotypical, while research indicates that between 15 and 20% are neurodivergent (Doyle, 2020). As Seitz (2022) observes, as many leadership models were developed in the context of neurotypical followers, they should be applied cautiously and thoughtfully when working with neurodivergent employees. Seitz recommends building trusted relationships with neurodivergent team members, individualised consideration of capabilities and needs when allocating team roles, and providing clear instructions and appropriate resources to meet goals. Establishing support networks for neurodivergent employees is one approach that can help build inclusivity. As well as promoting social connectedness and belonging, networks create opportunities for mentoring and peer support, enabling participants to discuss common challenges (Ott et al., 2022). Demonstrating the organisation’s broader commitment towards diversity, equity and inclusion is essential for ensuring that specific neurodiversity initiatives succeed.
The model draws on research and nearly two decades of experience partnering with clients and their neurodivergent employees to create organisational change. Things you can do during onboarding and induction to support neurodivergent employees. For example, Wells Fargo’s Neurodiversity Program delivers education, professional support, and enablement programs to enrich the lives and work experience of all employees, including those who are neurodiverse. Worldwide estimates suggest that up to 20% (British Medical Bulletin) of the global population is neurodivergent. Despite growing awareness, many companies struggle with recruiting and retaining neurodivergent talent.
It's important to know that Autism is a spectrum, so it affects each person differently. Some people might prefer terms like Asperger's or Asperger syndrome to describe themselves and their experiences. It helped me better understand neurodiversity, and I felt engaged throughout the entire workshop.
If you have any questions about reasonable adjustments and neurodiversity, you can contact the Acas helpline. If you're an employer and have agreed to make reasonable adjustments for an employee, you can use our reasonable adjustments confirmation letter template. Neurodivergent workers might experience mental health problems related to their condition. If an employer does not make reasonable adjustments, this could be disability discrimination. This type of disability discrimination is called 'failure to make reasonable adjustments'.
Employers will use a workplace needs assessment to identify any reasonable adjustments to make for staff with disabilities, neurodiversity, or Specific Learning Differences. And, usually, an independent assessor carries out the assessment in-person or remotely. By adapting communication to fit individual needs, managers not only make tasks clearer but also help neurodiverse employees feel valued and understood.
The neurodiversity phenomenon is coming of age and will begin to translate into public policy and education as well as employment. Medical and social scientists are uniquely placed to support an ambitious inclusion agenda through rigorous evaluative research partnerships. The Personalised Neurodivergence Profile is a report that provides a rich, qualitative understanding of your unique neurodivergent experience. The result is a descriptive, personalised, and deeply affirming document that goes beyond labels, helping you see yourself more clearly and advocate for the support you need.
During the course you will have face to face access to your trainer for 121’s or to clarify your understanding as you require. Please discuss individual learning preferences prior to your attendance so we can ensure that your expectations are met. Your course will be delivered by leading professionals from the neurodiversity space including the Neurodiversity Assessment team here at Creased Puddle.
To support neuroinclusion in the workplace, leaders need to stop assuming that the ‘standard’ way of working is the widely accepted preference, and any deviation from this means ‘accommodating’ for ‘difference’. Consequently, giving extra time should be considered an appropriate adjustment for neurodivergent candidates, and platforms should always accommodate this functionality. Extra time can be considered “reasonable”, however, because in the workplace no one would be required to complete tasks with 1-3 minute time limits, reducing the relevance of processing speed. "Inevitably, there will be some subjectivity as to what constitutes “reasonable” in the context of neurodivergence, but it's a line that organisations must navigate." Consequently, organisations must think carefully about using situational judgement tests alongside neurodiversity goals, along with a plan to address the issue if it arises. Building a neurodiverse environment starts with expert-led training for all team members.