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If you’re an employer or in HR, you’ll be aware of Labour’s plan to “Make Work Pay“ that delivers a new deal in areas such as equal pay, day one rights and equality. The plan will make it mandatory to support neurodiversity in the workplace, providing a pivotal moment to enhance our workplace cultures and acknowledge and embrace the unique talents that neurodivergent employees bring. 🔍 Why Neurodiversity Matters Neurodivergent individuals, including those with autism, ADHD, dyslexia, and more, often possess unique perspectives and skills. However, without proper understanding and support, their talents may be overlooked. Neurodiversity awareness training can help your team recognise and value these differences, leading to benefits such as increased innovation, productivity and engagement. 🌈 Now is the perfect time to invest in neurodiversity awareness training for your workplace Get in touch to find out more. #Neurodiversity #Inclusion #WorkplaceTraining #MakeWorkPay #DiversityAndInclusion #Consulting #Training #NeurodiversityAwareness

Today marks the start of #Neurodiversity Celebration Week and is the perfect time to start thinking about better ways to leverage workforce strengths and “normalize minds of all kinds together.” To do this, #PowerEDbyAU has partnered with Tara Langan, B.Mgmt to offer a first-of-its-kind training to help employers understand neurodiversity and how to best support the infinite variation of employees within the workplace. "We used to expect that people would fit into our workplaces and, instead, our workplaces now need to fit for our people," explains Langan. Learn more about Neurodiversity in the Workplace: https://lnkd.in/gnG7566Y #NeurodiversityCelebrationWeek #Inclusion #NormalizeMindofAllKinds

Embracing Neurodiversity in the Workplace Neurodiversity celebrates the natural variations in the human brain, including conditions like autism, ADHD, and dyslexia. Embracing neurodiversity can lead to:   Innovation & Creativity: Unique perspectives drive fresh ideas and solutions. Inclusive Culture: Valuing neurodiverse employees fosters understanding and satisfaction. Enhanced Productivity: Accommodating diverse needs helps everyone perform their best. Social Responsibility: Diverse companies attract top talent and enjoy positive reputations.   Steps to support neurodiversity: 1. Education & Training: Reduce stigma through awareness. 2. Flexible Work Policies: Meet diverse needs with adaptable work options. 3. Individualised Support: Provide mentoring and personalised plans. 4. Inclusive Recruitment: Adapt processes to showcase diverse skills.   Let's create workplaces where everyone can thrive! 🌍💼   A great resource can be found here: https://lnkd.in/g_N8MBJW   #Neurodiversity #Inclusion #WorkplaceDiversity #InclusiveWorkplace Diversity Committee: Sharon Piening, Tina Clark, Jane Lorimer & Lisa Wilson

Given the recent Ageism Awareness Day and the heat surrounding the topic, this week we're talking about ageism. Daniel Luschwitz of Skills Development Group, joined Peter Fegan on 4BC Breakfast last week discussing ageism in the workplace. With 60% of "older" workers feeling discriminated against in the workforce, finding employment after reaching 60 becoming a significant challenge, and, even in this age of diversity and inclusion, only 8% of organisations having a policy around ageism, through their "Experience Never Expires" campaign, Skills Development Group is raising awareness and helping businesses understand that "older" workers, people with experience, are in fact an asset to their workforce. Take a listen: https://buff.ly/3BOwjxz #ageism #ageismawareness

🧠 Are you aware of the myths surrounding neurodiversity in the workplace? Research suggests that 15-20% of the workforce may be neurodivergent, yet misconceptions persist. A helpful article from HR Magazine dispels common myths and highlights the importance of a strategic, inclusive approach. Learn why difference doesn't equal disability, why support shouldn't wait for a diagnosis, and how to manage performance effectively with neurodivergent staff. 🔗 Read the full article here: https://bit.ly/3VV7syy. #Neurodiversity #Inclusion #HR #WorkplaceCulture

🌟 Equality vs. Equity: Embracing Neurodiversity in the Workplace 🌟 As we strive for more inclusive workplaces, understanding the difference between equality and equity is essential, especially when it comes to neurodiversity. 🔵 Equality means giving everyone the same resources and opportunities. While this sounds fair, it assumes everyone starts from the same place and has the same needs. 🔵 Equity, however, recognizes that each individual has unique circumstances and provides the exact resources and opportunities needed to achieve equal outcomes. When applied to neurodiversity, this distinction is crucial. Neurodiverse individuals—those with autism, ADHD, dyslexia, and other neurological variations—face unique challenges and have distinct strengths compared to neurotypical individuals. 📌 Equality might look like providing the same training materials and expecting everyone to complete tasks the same way. 📌 Equity means understanding that a neurodiverse employee might need alternative formats for training materials, flexible work hours, or a different communication style to thrive. By focusing on equity, we create a workplace where neurodiverse employees feel understood, supported, and empowered to contribute their unique perspectives and talents. This approach not only fosters a more inclusive environment but also drives innovation and creativity. 💡 Let's champion equity in our workplaces and ensure that we're not just treating everyone the same, but truly giving everyone what they need to succeed. Embrace the power of neurodiversity and watch your workplace flourish! #Inclusion #Diversity #Neurodiversity #WorkplaceEquity #EquityVsEquality #InclusiveWorkplace #Innovation #Creativity https://lnkd.in/gwAb92wz

“Only 30% of autistic people are in work, the lowest of any disability. This shouldn’t be the case.” After last week's release of Labour’s ‘Get Britain Working' white paper, this is a powerful reminder from Mel Merritt (nee Beardon) of The National Autistic Society that whilst there’s been good progress this year in making workplaces more neuro-inclusive, 2025 has its work cut out! 🧠 We've seen a blend of optimism and uncertainty among HR, L&D, and EDI teams as they navigate increasing neurodiverse support needs. Here's what we've celebrated this year: 🌟 Increased Awareness: more employers recognising the value of neurodiversity, and an increasing number of employees getting diagnosed 📜 Policy Changes: Organisations revamping policies to better support neurodivergent employees—think updated recruitment processes and flexible working arrangements. 🤝 Employee Resource Groups (ERGs): The rise of Neurodiversity ERGs, providing a safe space for people to share experiences and advocate for change (book in with me for guidance here!) Looking ahead to 2025, we anticipate: 1) The rise of neurodiverse role models: more individuals will step into the spotlight  2) New research surfacing additional benefits of neurodiverse workplaces 3) A continued rise in neurodiversity-related employment tribunal cases  With the new Employment Rights Bill on the horizon, education and training to better understand and support neurodivergent colleagues has never been more important. Managers in particular are often under-equipped to handle sensitive conversations with neurodiverse team members. If you’re ready to transform your organisation into a neurodiverse employer of choice, book in a call with me to explore partnering together. #neurodiversity #inclusion #workplaceculture

🧠 The neurodiverse population is a huge, untapped #talent pool, with underemployment reaching as high as 30-40% for #neurodivergent adults. Organisations should really do more to attract and retain this part of the population, as they are losing out on vital skills such as creativity, innovation and different ways of thinking. It’s clear that raising awareness #neurodiversity in the workplace is crucial for creating a more inclusive and supportive environment for all employees, and in this article, we explore 5 ways that you can do just that. #NeurodiversityCelebrationWeek #disabilityinclusion #neurodiversityatwork

📢 Calling all HR/ People Leaders, EDI specialists and recruiting managers... Our sister company Inclusive Recruiting needs YOUR help to identify and break down barriers! Help to make a real difference - be part of a confidential and anonymised research project, in partnership with Strathclyde University, to identify and remove barriers to recruitment for people with learning disabilities. They need to collect information to help work out how to make a change for the better and they are counting on you! Can you help? Please click the link in comments below to sign up to take part in the Employer Survey! 📋 #HR #PeopleAndCulture #EDI #HiringManagers #BreakBarriers #DisabilityInclusion #LearningDisability #neurodiversity #intersectionality #inclusion #InclusiveRecruiting

🌟 Neurodiversity: A Key to Innovation and Inclusion🌟 As we recognize Disability Awareness Month, it’s essential to shed light on neurodiversity—a valuable aspect of human variation that brings unique strengths and perspectives to our workplaces. Misconception: One common myth is that neurodiverse individuals lack social skills or cannot work effectively in teams. In reality, many neurodiverse employees excel in areas like creativity, problem-solving, and attention to detail. Benefits: Companies that embrace neurodiversity often see enhanced innovation, improved team dynamics, and increased employee satisfaction. By fostering an inclusive environment that respects diverse cognitive styles, organizations can unlock creative solutions and drive success. Let’s commit to creating workplaces where every mind is valued! #Neurodiversity #Inclusion #DisabilityAwarenessMonth #DiversityInTheWorkplace #BUILD