Neuro-inclusion at work
Build a workplace where every mind can do its best work.
What is a neuro-inclusive employer?
Educated about neurodivergence
Values divergent thinking
Encourages employee resource groups
Makes reasonable adjustments available and easy to access for all employees using Universal Design
Creates a culture of belonging and psychological safety
Acorn can help you embrace neurodiversity at work.
Designing a neuro-inclusive onboarding programme:
We will work with your People and Culture team to develop a bespoke onboarding programme for your new employees that:
Assesses and develops targeted employment skills
Introduces your inclusive culture
Provides a menu of simple adjustments and how to access them.
Training Workshops for your Leadership:
Learn how to optimise technology and the work environment for all employees
Understand neurodivergence and grow your inclusive culture.
Be ready for inclusive conversations without requiring disclosure.
Improve the performance of your whole team.
Employment Skills Development for Individuals:
Setting up for Success: An individualised programme for employees motivated to enhance their executive functioning skills and maximise their strengths.
Employee Resource Groups:
Supporting neurodivergent employees to learn from each other, develop safe spaces, advocate within their organisations, and develop internal resources.
Because it’s good for your business, and good for your people.
According to a Deloitte report, “research suggests that teams with neurodivergent professionals in some roles can be 30% more productive than those without them.”
This is likely because of neurodivergent employees’ unique skills and cognitive abilities, which allow them to solve problems and approach tasks differently than their team members.
A survey by the Neurodiversity in Business Commission, Birbeck, University of London 2022 revealed the following strengths, as self-rated by 1000 neurodivergent employees in the UK.
Innovative thinking
Detail processing
Hyper focus
Creativity
Authenticity
Visual reasoning
Long term memory
Entrepreneurialism
Unfortunately, these same neurodivergent employees also reported poor wellbeing due to a lack of career progression and a lack of psychological safety in their work culture.
“Given that up to 30% of the population is considered to be neurodivergent, it’s an almost indefensible talent strategy to not consider the needs of these populations in your workplace. The fact is, it’s not only the right thing to do for people, it’s the right thing to do for the business.”
— Aubrey Blanche, Senior Director of People Operations & Strategic Programs at Culture Amp