Harnessing Minds for Workplace Innovation

Welcome to this week's edition, diving deep into the realms of neurodiversity and its significant impact in the workplace.

With years of hands-on experience in recruitment, HR, and DE&I, we discuss the untapped potential and critical lessons learned.

This edition spotlights valuable insights from industry experts and celebrates the diverse minds that are reshaping today's corporate environment.

Let's explore, learn, and challenge the status quo together.

The one thing you need to know from my 15+ years in recruitment, HR & DE&I...

Over my years in recruitment and HR,

one thing has become abundantly clear:

the workplaces that thrive are those that value diversity in all its forms.

And more often they build it from the ground up!

Neurodiversity isn't just a buzzword.

It's the celebration of different ways of thinking, processing, and interacting with the world.

?? Key Takeaways:

Embrace and Encourage:

Don't just accommodate; actively seek out a cognitively diverse team.

Listen & Learn:

Encourage regular 360 feedback. Creating more opportunities for open dialogue.

Collaborate:

Pair diverse minds for innovation.

And just see what happens...

Lee Bofkin DPhil FRSA

Co-Founder & CEO at Global Street Art: the UK’s leading mural & hand-painted advertising co. Doctor in evolution and former UK breakdancer.

Pair diverse minds for innovation - love that!

Emma Forrester

Experienced in-house recruitment professional within the legal sector

You are just great Theo Smith, I'm so behind everything you post, thank you for all the great work you are doing in the neurodiversity space to educate talent professionals and businesses, your work gives me hope for a better career future for my autistic 10 year old who so rightly sees his spectrum as a super power ??

What do you think is our biggest barrier, feel free to add your answer in the comments, if 1-4 doesn't answer it for you.

Also please feel free to provide your high level solution to the problem in the comments ;O)

?Nadia Di Vuono ?

Strategic, ????Creative (D)OOH specialist l??DEI Advocate because humanity is THE most important agenda l Status Quo challenger.

We have to look at where things start - and that’s at schools. Getting children identified earlier and understanding their brains better so that they can validate for themselves. Teach all children about Neuro Diversity so that when they all reach the workplace, they just get it. Companies are trying to get this right but aren’t for this reason and the fact that they may have ND staff that don’t know they are…

Atlanta Jackson

Chair of Vodafone UK’s Disability Inclusion Network & Marketing Specialist

I've put workplace stigma - managers and leaders usually reinforce the typical old-fashioned ways of working and therefore don't allow anyone the flexibility to work how suits them. I.e., people are forced to present in traditional ways and judged on things like public speaking and eye contact, when someone might excel more in something like creating a video, doing a demo etc.

Lessons I've Learned from my Journey in Neurodiversity Advocacy!

Since co-authoring the award winning 'Neurodiversity At Work'...I've had countless conversations with HR leaders, individuals with lived experience, and global audiences.

The common thread?

The vast untapped potential of human minds and the urgency to unlock it.

?? Educate Before You Advocate:

It's not just about spreading awareness; it's about creating understanding. Dive into research, books, and firsthand experiences.

?? Challenge the Status Quo:

As someone with 15+ years in recruitment and HR, I've seen systemic barriers. Push for change, even if it’s one recruitment process at a time.

?? Diversity Isn’t Just for Fun:

It’s our reality and strength. Embracing neurodiversity isn't a 'nice to have'. It’s essential for the vibrancy and innovation of our teams.

?? Personal Connections Make Advocacy Real:

Engage with individuals, understand their stories, and bring them to the forefront.

The power of personal stories never diminishes.

Lastly, remember to stay true to your own story and experiences.

As a LinkedIn Top Voice, I'm fortunate to share and shape conversations about neurodiversity daily.

I'm always amazed by the power of this community to uplift, educate, and drive change.

Have you embraced neurodiversity in your workspace?

What's one lesson you've learned from your advocacy journey?

#NeurodiversityChampion #HRInsights #TheoTalks

James Fellowes

Founder / Social Value Pioneer / Inclusive Hiring Evangelist / Guinness Alum / Keynote Speaker / Blessed with Bipolar

Theo Smith - keep up the epic evangelism for all things neurodiversity. ??????

Bridge of Hope Careers is thrilled to be partnering with you in 2024 for our Hiring from the Neurodiverse Community masterclass.

Not to be missed. Watch this space! Chance Bleu-Montgomery

Tania Martin

EY UKI’s Neuro-Diverse Centre of Excellence Leader | Ecosystem Partnerships, Recruitment & People | Top 80 UKI Neurodiversity Evangelist | ADHD Brain

Thank you!! I needed to read this today. Push for change even if it's one recruitment process at a time - really resonated!! ??

Do startup companies have the key to unlocking Neuroinclusion and Neurodiverse talent?

#Neurodiversity #ADHDTalent #AutisticTalent

I filmed this in Bilboa Spain pre speaking at the Startup Wise Guys event with the support of Stoyan Yankov

I think they do, it was also fascinating to see many founders of these companies stand on stage and say they identify as ADHD or their cofounders identify as ADHD!

I often think these agile, fast-growth companies are neurologically more diverse often by accident rather than by design.

Imagine they doubled down on neuroinclusion! The sky's the limit... ??

They Don't Trust You!

And that's not a bad thing, it's just a fact.

Why...Because when we say we want to listen to them, are we listening or probing?

We've created systems, processes, and work practices that have excluded them for so long that they don't believe you've changed!

Have you?

Identifying cognitive strengths is crucial. But not to box people in, which is what we've historically done.

Especially now, when many, especially those on the autism spectrum, are out of work due to the impact of COVID.

Previously, a higher proportion had part-time jobs they wished were full-time. But now they have no work at all.

Now, they're navigating a tough recruitment process not designed for them.

It's not just about acknowledging unique strengths; it's about real people and real jobs.

It matters.

There are skills shortages and we are not even looking towards a proportion of those who are unemployed, that could incredibly fill those gaps.

What are you doing about it?

Thomas Woodhams

The Tech Recruiter that Codes | ?? [in] Creator | ?? ADHD Advocate |??Be You. Podcast Host | ?? For People & Technology | ?? Data Nerd

Theo Smith Your so passionate, literally wants me to get up and say "Yes I can" love it mate, your a true inspiration! ?? For this community

Kevin Rapley

Experienced Consulting User Researcher in Service Design and Interaction p Design — Neurodiverse ADHD combined-type + ASD with Generalised Anxiety Disorder

Fab, I would love the link to the full video, please, Theo Smith.

Well I hope you've enjoyed my weekly roundup and I welcome your comments, thoughts, and insights or you're welcome just to continue quietly reading in the background.

Hope you have a great weekend, wherever you are and whatever you are doing.

See you same time next week :O)

Theo Smith

Neurodiversity Advisor at Dynamis Group,

Neurodiversity advocate, founder of Neurodiversity at Work Ltd & Neurodiversity World, author of ‘Neurodiversity at Work: Drive Innovation, Performance and Productivity with a Neurodiverse Workforce’ and podcast host of Neurodiversity with Theo Smith.

Need help with Neurodiversity and neuroinclusion in your workplace or do you want an inspirational speaker for an event, please reach out to me.

Neurodiversity World