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Gender, BAME and disability diversity. What about neurodiversity?

More than 15 percent of people in the UK learn and processes information differently. The question is: does your organisation understand neurodiversity?

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Neurodiversity is a relatively new term that many people may not yet know much about
Neurodiversity is a relatively new term that many people may not yet know much about

Neurodivergence refers to the different ways the brain can work and interpret information, examples of these different ways are:

  • Attention Deficit Disorders
  • Autism
  • Dyslexia
  • Dyspraxia

Acas has made new guidance available to help employers learn about neurodiversity and how to take steps to better support it in the workplace.

 

The non-departmental public body describes neurodiversity as being a relatively new term that many people may not yet know much about.

 

Acas guidance highlights that people naturally think about things differently and that we all have different interests and motivations, therefore are naturally better at some things and poorer at others. Most people are neurotypical, meaning that the brain functions and processes information in the way society expects.

 

However, it is estimated that around one in seven people (more than 15 percent of people in the UK) are neurodivergent, meaning that the brain functions, learns and processes information differently.

 

According to Acas, there is still a lack of understanding around most forms of neurodivergence, and misperceptions persist. The CIPD said it, therefore, makes sense for organisations to take steps that make their neurodivergent staff feel valued, part of the team and supported to contribute fully towards achieving the goals of the organisation.

 

CIPD said creating a more inclusive workplace can:

  • Highlight the employer’s commitment to diversity and inclusion;
  • Reduce the stigma around neurodivergence;
  • Make staff feel safe and empowered to disclose a neurodivergence;
  • Make it more likely that neurodivergent staff will be treated fairly by their managers and colleagues;
  • Open the organisation up to a pool of talent that may otherwise have been overlooked;
  • Help retain skilled staff and reduce recruitment costs.
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