Workplace Neurodiversity Audits

We conduct workplace audits for employers, assessing their recruitment processes, workplace culture, and employee life cycle.

Get in touch to book a workplace audit today


Our Workplace Neurodiversity Audits


Our workplace audits assess the neurodivergent employee life cycle. We assess official policies and organisational culture, with a focus on fairness, inclusivity, diversity and support mechanisms.

Our audits also assess both online and offline components of application processes and culture. We assess using quantitative and qualitative methods, and we aim to complete our audits within a 4-month time window.

The areas covered in our audits include: governance and policies, external recognition, inclusion and diversity, social dynamics, vision and leadership, staff satisfaction and wellbeing.

1

Month One: Discover

Evaluate the website, assess the application process, and interview staff.
2

Month Two: Define

Undertake a workplace culture survey, review assessments and key documentation.
3

Month Three: Develop

Collect and analyse survey results and assessments, review key policies.
4

Month Four: Deliver

Produce a final report and present to the organisation, identify further support required.



If you'd like to arrange a workplace audit,

please give us a call on 0208 133 6046

or


Workplace Neurodiversity Audit Components


We audit different aspects of your recruitment and retention process.


Following a workplace audit, we will produce a report, providing your organisation with a score based on how suitable your processes and culture are for neurodiverse people. This report will also include commendable aspects of your organisation, issues and problems, and key recommendations.


Our Work with Roche


We conducted an audit for Roche Pharmaceuticals in 2018. We began by assessing their application process, examining the accessibility, readability, and suitability of their recruitment methods.

Roche scored well. We found their application process was fit for purpose, but there was room for improvement.

We commended Roche on their short application process, which did not include psychometric testing, and their online interviews. However, we identified that Roche did not have an option to disclose a disability or additional needs during the application process, inconsistency across job specifications, and a lack of guidance on their online platform.

We recommended the following:

  • Add a disclosure section to the application form (Vital)
  • Allow the user to make customisation adjustments (Highly Recommended)
  • Have any support material available directly within the application system
  • Clear descriptive guidance
  • A page outlining the process or a process map

Following the audit, Roche have implemented a number of these changes and are working with us to continue to improve their processes.



Interested in our Neurodiversity Audit Service?

For more information, or to book an audit with us, call us on 0208 133 6046

or