If, instead of reacting, we developed proactive systems, we’d end up with workplaces where black and brown disabled and neurodiverse employees felt they belonged from day one.
As we navigate Q4, one of the busiest and most stressful times of the year for many businesses, it’s crucial to consider how workplace environments impact neurodivergent employees, particularly those...
Employers have a legal responsibility to bear the needs of neurodiverse employees in mind. Briony Richards, an associate at law firm Charles Russell Speechlys, sets out the key areas to consider.
The neurodiversity awareness movement has been in full swing for a few years now, and has revolutionised our understanding of individual differences at work.
In a world where diversity and inclusion have become essential elements for business success, we must move beyond mere acceptance of neurodivergent employees and toward a culture that celebrates...
There are a range of ways for HR leaders to help make return to office policies work better for neurodivergent people.
If organisations want to accelerate diversity, and reap the rewards of more diverse teams, they need to start getting to grips with cognitive diversity.
Neurodiverse individuals have unique skills and talents. So how can you best support them to allow those skills and talents to flourish in the workplace?
How can organisations support neurodiverse people into leadership roles?
Half of neurodivergent employees have taken time off work due to their neurodivergence, City & Guilds’ annual Neurodiversity Index found. This increased 5% from last year.
The Department for Work and Pensions (DWP) has released a new report on autism in the workplace.
More than half of neurodivergent employees don’t feel that their organisation (52%) or team (54%) is open or supportive enough to discuss neurodiversity, research by the CIPD revealed.