Awareness of what it means to be neurodivergent has grown amongst employers, as well as the understanding of the value this talent pool offers the organisation. But what does it mean to be neuroinclusive? Are we in danger of pigeon-holing or shoehorning neurodivergent talent into specific roles? And is there more that we can do to create workplaces that respond to individual working preferences?

Join Nigel Cassidy and this month’s guests: Kevin Lyons, Senior HR Manager at Pearson; Alex Hirst, Co-founder of Hoxby; and Dr Jill Miller, Senior Diversity and Inclusion Policy Adviser at CIPD, as we explore how you can make your organisation more neuroinclusive.

Duration: 31:10

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  • Guide

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  • Thought leadership

    Creating a neuroinclusive organisation for the future of 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

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