Embracing a neurodiverse workforce
Get tips on redesigning people management approaches to broaden your talent pool
Get tips on redesigning people management approaches to broaden your talent pool
Some organisations are beginning to realise the potential of having a neurodiverse workforce, but the number who're adapting their HR practices to attract and hire from the largely untapped pool of neurodiverse employees is still very low. This article explains how employees with neurological conditions such as autism and dyslexia, can add significant value to an organisation by contributing different ways of thinking and problem-solving.
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Jill's work focused on the areas of gender, age and neurodiversity and she led work on race inclusion, managing drug and alcohol misuse at work, and supporting employees through fertility treatment, pregnancy loss and still birth.
It’s estimated that 1 in 5 people are neurodivergent in some way, amounting to a significant proportion of any workforce. While awareness of neurodiversity may have improved in recent years, how neuroinclusive is your organisation?
Learn about the benefits of having a neuroinclusive and fair organisation and how to support neurodivergent people to be comfortable and successful at work
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