Neuroinclusion in action: 9 leaders share transformative insights
What’s a great resource for leaders working towards more neuroinclusive workplaces?
Learning from peers and those with lived experience! At least, that’s the resounding answer we get when we chat to our friends in this space. After all, by sharing our challenges, successes, and personal stories we can generate bigger, brighter and more effective strategies.
With this in mind, we were thrilled to bring together over 100 business leaders to network on neuroinclusion at our annual neurodiversity forum. We facilitated powerful discussions and shared practical solutions from diversity and inclusion leaders at Amazon, Bank of England, Lloyd’s, JP Morgan Chase, KPMG, Legal & General Investment Management, and Hogan Lovells.
Below, we share nine key insights you can take back to your organization today.
Four of our amazing speakers will also be regrouping on 27th March in our upcoming webinar. There, they’ll discuss their most effective strategies and how they’ve overcome common challenges - feel free to join us!
1. “We need to do better to open up the corporate world - and we need to do it now.”
Highlighting the staggering reality for neurodivergent individuals in the world of work Charlotte Clarke, SVP of People Operations at Everway shared;
“85% of people with Autism are currently unemployed. 4 in 10 unemployed people have dyslexia. We need to do better to open up the corporate world - and we need to do it now.”
Often, traditional recruitment processes create barriers for neurodivergent individuals. In fact, our research shows that more than a third have experienced difficulty in recruitment and interview processes. Furthermore, the design of physical and digital workspaces can also create barriers to success. In fact, 50% of neurodivergent employees have missed work due to a lack of support.
How can we improve? Charlotte shared some advice on how to open up your organisation to neurodivergent talent;
“One of the four Enablers of Engagement within HR is the No “say-do” gap. We need to make sure that what we communicate meets our behaviors. We need to be upfront, honest and inclusive from the beginning. You need to make sure that when people come into your organization that you follow through and that they can see your commitment to neuroinclusion in everything that you do.”
Charlotte shared some examples of what we’re doing at Everway;
- Our neuroinclusive technology, Read&Write, is available to applicants directly from our Careers page. They don’t need to ask for it and can use it to help shape their CV and application.
- When employees start, our onboarding program includes information on our neuroinclusive software, what benefits they can bring, and how to download it. Again, employees have access to tools that will help them without having to ask.
- We also build on our people practices to ensure people are set up for success - this means following through on neuroinclusive initiatives in everything that we do.
2. "Potential is pointless until it is met."
Neelu Agarwal, Head of DE&I, Prudential Regulation Authority, Bank of England shared this powerful statement. She also expanded on why businesses should take action to unlock the potential of diverse thinking;
”Neurodivergent people are people who process, learn and observe things differently and different doesn’t mean wrong. It doesn’t mean incapable. Different doesn't mean that you’re worthless or not good enough. Difference, in fact, is an asset to the status quo.”
Neelu is among many leaders in this space who challenge companies to embrace diversity as a strength.
With neurodivergent thinkers often having above average strengths in many areas - including creativity, innovation, and complex problem-solving - it’s not hard to see why. To unlock these skills we need to create workspaces that empower diverse ways of thinking and doing.
How? Neelu shared that we must “Make it easier for line management to support their employees. Let them know what departments and tools are available to them. They’re not alone - let them know it!”
3. “We need to change the narrative on neurodiversity.”
Almost two thirds (63%) of neurodivergent employees have masked their neurodivergence at work. This means suppressing emotions, discomfort or thoughts connected to their neurodivergence. People are hiding their true selves at work, and often it’s because of the lack of understanding around neurodiversity.
Sharing some insight on this Ruth Barnes, Head of Global DEI Programs at Hogan Lovells shared;
“We need to bust the myths around neurodiversity. A lot of stigma exists - statements such as ‘Neurodivergent people are less productive’ - it’s simply not true! We need to change the narrative.”
How? Continuing the conversation Manisha Mehta, Head of Global Disability Inclusion at Amazon told the audience of the time she was told "Unfortunately, your daughter has autism”. She emphasized how “Bias is seeded at ground level” and the wording used when talking about neurodiversity is often negative. We can begin to change stereotypical views by rephrasing how we speak on the topic.
4. “Neurodiversity is a fact. Neuroinclusion is a choice.”
1 in 5 people are neurodivergent. Tom Norrish, Neurodiversity Lead (EMEA) at JP Morgan Chase emphasized that;
“Neurodiversity is a fact. You've got neurodivergent people in your company today. That's a fact. What’s a choice is neuroinclusion.”
As organizations we have the opportunity -the choice - to improve the world of work. When we do, we can see great results for our people and our business.
How? As a starting point Tom shared that we must create spaces where people feel safe to be themselves - and safe to thrive in their own way. He shared “Create the community. People are isolating, people are hiding. So create the community first. That’s where the strength will come. That's where you’ll find that people will come out and create that innovation for your firm.”
5. “Success is a two-way street”
Shedding a light on the core reason for neuroinclusion and how to succeed Mark Lomas, Head of Culture at Lloyd’s shared;
“The focus of neuroinclusive practice is to enable performance. That’s the bottom line. Succeeding is a two way street - managers need to be curious, and employees need to feel trust in line management”
In essence, success is about making management aware of different neurotypes, and empowering them to be curious about the ways in which they can support neurodivergent individuals. In the same lens, employees need to feel safe to speak up and meet that curiosity.
How? Creating space for open conversations around neurodiversity can help. By speaking openly, and positively, about neurodiversity you’re more likely to create environments where people feel safe. One way to do this could be to empower employees to set up Employee Resource Groups - and appoint a member of your Senior Leadership Team to sponsor and support the group. You could also get involved with Neurodiversity Celebration Week - taking place from 17th to 23rd March.
6. “It’s time to normalize accommodations for cognitive differences.”
Research shows that just 1 in 10 disabled employees say it was easy to get the adjustments they needed. With 1 in 8 waiting over a year to get the adjustments they need.
Martin McKay, Founder and Chairman of Everway shared the importance of normalizing accommodations for diverse thinking;
“When I take my glasses off I can’t see very well. I certainly can’t read or write. It’s not related to intelligence. When I put my glasses on, my vision is restored to 20/20. Similarly, dyslexia and intelligence aren’t linked -and tools can help to elevate comprehension, improve reading speed, and correct spellings. These tools are as simple as glasses, or hearing aids, and they help close the cognitive gap.”
How? Like glasses, hearing aids, and mobility devices, there are tools that exist for people with cognitive differences. Software such as Read&Write offers reading, writing, focus, research and collaboration tools which adjust the digital workspace to suit diverse needs.
7. “Help people to understand what tools can help them.”
Continuing the conversation on accommodations, Christina Taylor, Inclusion, Diversity & Equity Assistant Manager at KPMG shared the importance of helping people to understand what tools might benefit them.
Using her own personal story as an example, Christina shared;
“Receiving a diagnosis can be quite lonely…when I first got a diagnosis of ADHD I was asked “what do you need?”. I didn’t know the answer. I was given a list of 10 programs - but what did they do? So give people examples. Help them to understand what tools might be helpful for them.”
How? Adding some insight into how organizations can do this, Christina shared that KPMG has a Workplace Adjustments Hub that any employee can access. There, they have tools, including Read&Write, alongside training, guides, and coaching to help people understand what features might benefit them most.
8. “Don’t overcomplicate it.”
A sentiment across all conversations was that neuroinclusion shouldn’t be viewed as something that’s difficult to do - simple actions can lead to huge impact.
Jacquline Alcindor, Global D&I Programme Partner at Legal & General Investment Management shared;
“Don’t overcomplicate it. Ask people what they need, and be proactive. If it benefits that individual, it will benefit everyone!”
How? Sharing how we can make big waves with small steps Jacquline added that we should aim to “Bring a neurodiversity lens to everything that we do”. This could be bringing in neurodivergent voices to practices, events and activities across the board.
9. “Listen and act!”
Core to becoming a neuroinclusive organization is the willingness to listen and act.
Manisha Mehta, Head of Global Disability Inclusion at Amazon stated;
“The biggest tip I can share is to listen. Listen to what employees are asking for, what neurodivergent individuals need and act on it…The more you listen, the better you get at creating solutions that are inclusive and accessible to everyone.”
Want to continue learning?
Four of the amazing speakers referenced above - from KPMG, Legal & General Investment Management, Lloyds, and Everway - will be joining us at our next neurodiversity webinar on 27th March. Register to watch live as they take a deep dive into the strategies helping them to make a big impact on neuroinclusion.