In the last two parts of our Social Impact Report, we looked at ‘Our Theory of Change’ and how we are helping our neurodiverse community. This week we look at some of the work we are doing with employers to make recruitment processes more accessible, improve workplace cultures, and support businesses’ neurodiverse employees.
This is your last chance to get a free Great Minds Think Different 2019 ticket and receive a digital copy of the full Social Impact Report in advance of the full release! We hope you enjoy part three!
We engage with a wide range of corporate clients, aiming to make their businesses more inclusive for neurodivergent people. These companies want to improve their understanding of neurodiversity, and use this to recruit more neurodivergent talent into their work force.
Part of this is delivering interactive workshops tailored for employees, teams and managers. We explain the ins and outs of neurodiversity, and how companies can improve their recruitment processes. We have worked with over 20 partners from June 2018 – June 2019, and have delivered 24 workshops to some of these within this time period.
Why do we this? Ultimately, a company is made up of the people that work there, and interactions with colleagues who understand neurodivergence can really help to build a neurodivergent person’s confidence and help them feel part of the community. By delivering workshops, we see it as the first stage in changing workplace attitudes, which hopefully leads to policy changes too.
As well as training, we also offer employers the opportunity to have a workplace audit. This assesses the suitability of the workplace for someone with neurodivergence. It involves interviewing a cross-section of employees, as well as analysing offline and online recruitment processes. Some of the things we look out for include: office layout, cultural attitudes, selection procedures, interview styles, HR practices and individual experiences.
We do this because building an inclusive workplace doesn’t stop with awareness, the systems and structures that are in place can be disabling if not done correctly. Auditing is one of the most direct ways in which we can help provide a more neurodiverse work place, and can deliver some quick results, as well as prompting hugely important organisational change.
Along with our workshops and audits, we provide comprehensive handbooks for company managers, HR departments and employees. They provide breakdowns of each neurodivergence and their characteristics, along with best ways to support them. Some of the topics we include are: condition cross-over, disclosure advice, adhd, autism, dyslexia, dyspraxia…
We do this because although it is easy to find resources online, it is much harder to find information on all neurodivergence in-depth and in one place – that is what we offer. They are key tools for directly influencing policies and are helpful to refer to throughout a daily working life.
So far, we have impressed the employers we have worked with. You can read our case studies on the work we have done with employers, and check out our testimonials too. Below is just a snippet of some of the feedback we’ve had so far:
You can get tickets for Great Minds Think Different 2019 here for the 26 November, and check the box in the form to receive a digital copy of our Social Impact Report on the day!