Having access to appropriate assistive technology for a neurodivergent employee’s specific needs can be hugely significant in affecting the outcomes of their work, enabling them ot produce work more reflective of their true ability. For the organisation, not only can providing the correct assistive technology to an employee support productivity by making day-to-day tasks more efficient, it also stands to foster a sense of belonging within the organisation.

As common traits of Tourette’s Syndrome are more well known, it is important to discuss the common misconceptions, the co-occurrences we see with other neurodifferences, and the strengths that these individuals can bring to your organisation. 

The energy and utilities sector has a critical role to play in powering the nation’s economy, and employs just over half a million people.  However, demand for trained and talented employees increasingly outstrips supply in the industry.  It is forecast that the sector will need to replace or retrain 48% of the current workforce between 2020 and 2030 (due to growth in demand, changing skill requirements and retirement), equating to 277,000 vacancies. Research has also identified an urgent need to address the lack of diversity in the industry.

The theme for Mental Health Awareness Week 2023 (15th-21st May) is ‘Anxiety’. There are lots of things that can happen in our personal life and work life that can lead to feelings of anxiety, including outside factors such as financial worries that can add to feelings of too.

There is now a golden and urgent opportunity to put neurodiversity at the heart of equality, diversity and inclusion strategies in the rail industry. A neuro-inclusive rail industry will be good for business. It can bring diversity of thought, innovation, and a positive culture as well as improved customer relationships. Diversity and inclusion are also increasingly important to rail clients and investors.

To celebrate Autism Month, we wanted to shine a light on some of the practical ways organisations can make their workplace environments more neuroinclusive, to empower autistic individuals to succeed.

This years International Women’s Day, celebrated on 8th March 2023, the key theme is “#EmbraceEquity”, putting emphasis on calling out discrimination, drawing attention to gender stereotypes and bias, and seeking out inclusion.

One particular area where gender equality falls short is in the awareness and diagnosis of neurodiverse conditions in women.

Historically, women have either been misdiagnosed, or have missed a diagnosis for neurodiverse conditions…

Many of us feel uncomfortable when we think back to our maths lessons at school. I certainly have no recollection of how to do long division or trigonometry, but for most of us this doesn’t make much difference to our daily lives.

Apprentices, graduates and interns can come to organisations full of information on new ways of working, the latest technology, and a different mindset; they are our future leaders that drive your organisation forward. But how do you create neuro-inclusive programmes that can really help your future talent thrive?

HR professionals play a crucial role in getting the right people into the right roles, motivating them to perform to the best of their abilities and providing a tailored career path through learning and development (L&D). This would also include addressing workplace bias and promoting inclusive environments which provide opportunities for all employees.

For many, reading and writing can be quite an intimidating process, regardless of whether you have been diagnosed with a neurodifference or not. There are lots of very clever pieces of software available, designed to support a wide variety of conditions and needs.