Neurodiversity 101:The Neurodiversity Index Report

This week I am very proud to see come to fruition the first UK Neurodiversity Index report which Do-IT has been co-authored with City and Guilds Foundation.

What is neurodiversity all about?

Neurodiversity describes the different ways that we all think, move, hear, see, understand, process information, and communicate with each other. We are all neurodiverse. As we know too well there is a talent battle going on and this makes it even more important to attract the talent that is out there and keep the talent you have.

As we plan for the start of Neurodiversity Celebration Week next week, I am delighted publish the results and the findings in the first Neurodiversity Index. I am very grateful to everyone who has participated in completing this and enabled the Index to be created and to allow us to gain a picture of activity and understanding at this time.

The Neurodiversity Index has not only about captured the views of employers, but gained an understanding from employees working in all sizes of organisations of their current lived experiences (whether neurodivergent themselves or not).

We hope this has helped their voices be heard. I believe it is essential that we hear the views are at the forefront as we seek to create a more neurodivergent-friendly workplace.

I’m delighted to have partnered with the City & Guilds Foundation on this first Neurodiversity Index which will hopefully support many organisations on their quest to become more inclusive.

Thanks to all their team at City and Guilds working with us on this project especially Jennifer Warner, Polly Rowe,Stuart Tucker and of course the wonderful and insightful CEO Kirstie Donnelly MBE.

For twenty plus years I have championed and delivered services and undertaken research relating to neurodiversity. As well as being neurodivergent myself, I am the parent and grandparent of neurodivergent children. It has long been a passion of mine to make lasting changes in society to increase the chances of showcasing talent, particularly at work. I remain as committed today as ever for this to happen.

There are challenges which remain in that for many there are still low levels of awareness and appreciation of the different talents and skills we can gain if we ensure we have a more inclusive approach to both education and employment.

This is why the Index is so important. We lack the nuanced understanding of people's current experiences as well as being able to measure up how we are doing today.

Please go to the link for the Neurodiversity Index report and have a careful read. You will hear from employers and importantly from employees experiences too.

This week has been International Women's Day. Our report considers for the first time the impact of parenting Neurodivergent children and the importance of considering ways to ensure flexible working so we don't lose a swathe of talent. Read more about this in my recent newsletter "Neurodiversity - are you one of the sandwich generation?"

What can you do as an employer?

• Please download and read the Neurodiversity Index report .Think what this means for your organisation whether big or small, in the UK or internationally.
• See equity, diversity and inclusion as key to success.Gaining agreement and understanding with the senior leadership team that there is value in having neurodiverse teams from a talent selection,retention perspective, inclusion and legally
• Think about what you know about your organisation and how neuroinclusive you are. Celebrate your successes.Recognise that becoming neuroinclusive is more than a one-off initiative or tick box exercise - and become a Neurodiversity Friendly organisation. Along with the ADHD Foundation, Do-IT can help your organisation to gain the award.

Recruiting neurodiverse talent

• Start with the job description and consider what skills you really need and assess these in the interview process. Don't judge people on the skills they don't need!
• Provide information about all stages of the recruitment processes so that candidates know they may need adjustments and know what to expect
• Ask at every stage of the interview process if support is needed for the person to showcase their skills. Don't expect everyone to share information relating to a diagnosis. Lots of people won't know or may have had bad experiences of doing so in the past
• Deliver staff training about neurodiversity to reduce biases and to increase a shared understanding to have better conversations
• Implement training for managers undertaking interviews to underline the need to avoid jargon, abstract questions and allowing adequate time for candidates to respond. Be willing to repeat or reframe questions and check understanding
• Provide interview questions in advance

Retaining and supporting your staff

• Deliver awareness raising activities that continue across the year and not as a one- off initiative
• Listen to people inside your organisation and their experiences
• Set up peer to peer mentoring support
• Share what is currently occurring in your organisation, who are points of contact, and what their roles are - this is especially helpful for new starters
• Create allies and work across networks to share ideas
• Develop Employee Resource Groups but be careful not to over burden staff on top of 'day jobs' who may be keen to volunteer to take on the work
• Neurodiversity Champions can help in workplaces by promoting and supporting the inclusion of neurodivergent individuals. They can serve as advocates and allies for neurodiversity, helping to raise awareness and understanding of neurodiversity within the organisation. If you have Mental Health First Aid champions Do-IT Solution delivers a unique one day Neurodiversity Champions course that can add onto this training.

Contact us today to discuss how we can help your organisation to be more neuroinclusive taking measured steps that have a lasting impact.

It's been a busy week!

Theo and I have launched our podcast ...NeurodiversiTEA time. Let us know what you want to discuss, or guests you want to meet.

The wonderful ADHD Foundation also has launched the information on their amazing and conference on June 16th in Liverpool.Don't miss out and get your tickets before they are quickly gone.

Neurodiversity Celebration Week

Next week is also a very busy week of activities for Neurodiversity Celebration Week.Lexxic has been organising some amazing panels across the week. I am chairing an education session on Monday and a parent session on Tuesday.

Here are some great PowerPoints you can use if you are a school and want to do some presentations.

Please join in with the many activities and share your experiences and knowledge. There is still time to sign up.Even if you can't attend just tell 5 people about the neurodiversity and tell them to tell 5 more can make a difference.

The blog author

I am Amanda Kirby, CEO of?Do-IT Solutions?a tech-for-good company that delivers web-based screening tools and training that help 1000s of people deliver person-centered solutions relating to neurodiversity and wellbeing.

I am a mixed bag of experiences and skills and have 25+ years of working in the field of neurodiversity. I am a medical doctor, Professor, and have a Ph.D. in the field of neurodiversity and founded and ran the Dyscovery Centre for more than 20 years.

I have very personal multi-generational experiences of being neurodivergent with my wonderful family.Also an article this week with a bit of a personal look at neurodiversity you may want to read over coffee....

I was also voted one of the top 20 Thinkers by?HR magazine for 2022!

Theo Smith and I wrote the UK award-winning book?Neurodiversity at Work?Drive Innovation, Performance, and Productivity with a Neurodiverse Workforce.

My 10th book has come out called?Neurodiversity and Education?.