Creating neurodiverse workforces
Discover how organisations can embrace neurodiversity
Discover how organisations can embrace neurodiversity
Over 700,000 people in the UK are diagnosed as being on the autism spectrum, yet just 16% are in full-time employment. This author explores how organisations can tailor their cultures to be as inclusive as possible to neurodiverse individuals.
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Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
Jake joined the CIPD in 2018, having completed a master’s degree in Social Science Research Methods at the University of Nottingham. He also holds an undergraduate degree in Criminology and Sociology.
Jake’s research interests concern aspects of equality, diversity and inclusion, such as inequality, gender and identity in the workplace. Jake is currently involved in the creation of a research project examining the effectiveness of organisational recruitment programmes and their relationship with workplace performance.
Jake leads research on the CIPD Good Work Index programme of work, exploring the key dimensions of job quality in the UK. Jake has also written several CIPD evidence reviews on a variety of organisational topics, including employee engagement, employee resilience and digital work and wellbeing.
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
The CIPD’s Dr Jill Miller and Uptimize’s Ed Thompson explain why workplace EDI must include neuroinclusion - and a dedication to equality of outcomes for all types of thinkers - if organisations are to fulfil their people commitments, attract and retain great talent, and unlock innovation through true diversity of thought
What are the barriers to the adoption of generative AI tools at work and how can they be overcome?
Algorithms can help speed decisions and help organisations to operate more efficiently or profitably, but what are the pitfalls particularly from an ethical perspective?
How might role ambiguity lead to workplace bullying and what is the impact of leadership support in negating this effect?
An exploration of how generative AI tools like ChatGPT can be used effectively to support human resource management