Chair: Professor Ruth Ashford, Co-Founder Director, Institute of Professional Development
Introduction
This was our second Institute of Professional Development conference, held in the University of Manchester, considering and celebrating neurodiversity in the workplace, which was fully sold out with delegates from industry and the public sector across the UK.
Neurodiversity refers to the natural variations in the human brain, celebrating the unique ways people think, feel, and experience the world. Our conference aimed to foster acceptance, reduce stigma, and promote understanding of this often-overlooked form of human diversity in the workplace.
Conference Key Themes
- Understanding Neurodiversity and its role in the workplace.
- Exploring Neuroinclusive strategies and approaches for employers to advance neurodiversity inclusion practices in the workplace: considering and exploring strategies that create inclusive environments, ensuring everyone’s strengths are recognised and valued.
- Developing Neurodivergent culture, teams and support in the workplace: looking at different approaches in designing initiatives that empower neurodivergent individuals across sectors.
- Terminology and Awareness: understand essential neurodiversity terms and challenging stereotypes.
Conference Sessions:
Session 1 - Understanding Neurodiversity
Speakers:
Session 1: Key learning points
- Everyone is a unique thinker. Dyslexia (1 in 10 people), ADHA (1 in 20), Dyspraxia (1 in 20), Autism (1 in 67), Dyscalculia (1 in 20), Dysgraphia (1 in 25), Tourettes (1 in 100). Often the condition doesn’t exit is isolation, ie many people have two considerations.
- Understanding how the conditions affect employees at work is key to understanding the personal struggle some face in the environment and processes in the workplace.
- Positive national changes include: Government Report The Buckland Report
(https://www.gov.uk/government/publications/the-buckland-review-of-autism-employment-report-and-recommendations/the-buckland-review-of-autism-employment-report-and-recommendations)
- Important Ministry of Justice Neurodiversity Action plan updates 2023.
- NHS ADHA Taskforce formed in May 2023
- BBC have developed their ‘lived experience’ video which illustrates how some employees struggle in the workplace.
- BBC have developed their unique Tr Positive Environment) and Enigma embracing the concept of Oubaitori – the Japanese idea that people, like flowers, bloom in their own time and in their individual ways.
- Cognassist have developed an AI approach to study skills, coaching and support, taking a proactive approach to supporting different thinkers with an adaptive neuro-inclusion platform developed with neuropsychologists.
(https://cognassist.com)
Session 2: Building Culture, Teams and Celebrating Neurodiversity
Speakers:
Session 2: Key learning points
- True neuro-inclusive approach should be something for everyone – it is a human right.
- Need to create a culture of inclusion.
- Education and awareness across the organisation.
- Implement regular CPD opportunities for all employees to educate them.
- Create awareness campaigns to promote understanding and acceptance.
- Benefits include: reaching untapped potential; improving employee retention; strengthening ESG position.
- JP Morgan and Hewlett-Packard Enterprise pose good examples of developing excellent philosophy, culture and support.
- Four dimensions of neurodivergence needs: sensory needs; communication needs; processing differences; and social environment.
- Seven key areas of focus: hiring processes; manager skills; career development pathways; built environment; social and cultural practices; benefits that matter; work policies.
- Philosophy of inclusion and championing neurodiversity in the workplace.
- Need to consider: zero tolerance to abuse; code of conduct; reasonable adjustment; flexible working; equality, equity and diversity; correct terminology and language; health and safety; personal emergency evacuation plans; equality impact assessments.
Session 3: Assessing Neurodiversity, Employers’ Role in Supporting Neurodiversity Employees and Celebrating Inclusivity
Speakers:
Session 3: Key learning points
- Pensa Psychology explored and discussed the diagnostic assessment: preassessment questionnaire; cognitive assessment; formulate report; report debrief.
(https://www.pensapsychology.co.uk)
- The Autentic approach discussed networks and considering intersectionality: a sociological analytical framework for understanding how groups’ and individuals’ social and political identities result in unique combinations of discrimination and privilege.
- Examples of reasonable adjustments for autism support include: coaching; awareness training; assistive technology; flexible time or location; regular one to ones; quiet spaces/headphones; templates; clear communication; task rotation; meeting agendas; equipment; task swapping; support by line manager or buddy; extended or split deadlines; breaks; movement; time management software; stress management support; evidence based positive feedback; avoiding the phone; structured ‘must do’s; output focused.
- Case studies were considered and the legal and ethical obligations were explored.
- Equality Act 2010 is highly important and cases for prosecution have risen from 3 (2016) to 278 (2023)
- Equality in pay was an issues which was important but not reported by most organisations.
Conference Summary
There were also excellent opportunities for lively discussion and debate at the three panel sessions, where delegates engaged fully with the speakers. Final conclusions from the conference as follows:
- Everyone is a different thinker
- Strategies for work teams and organisations include:
- Importance of building a philosophy of support for inclusivity
- Setting a positive culture for neurodiversity
- Reviewing processes within the workplace to respond to individual needs is crucial
- Correct language used is very important to ensure inclusivity
- Inclusivity is important for everyone
R Ashford (July 2024)