Some organisations are beginning to realise the potential of having a neurodiverse workforce, but the number who're adapting their HR practices to attract and hire from the largely untapped pool of neurodiverse employees is still very low. This article explains how employees with neurological conditions such as autism and dyslexia, can add significant value to an organisation by contributing different ways of thinking and problem-solving.
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Reviewed by
Jill Miller, Senior Policy Adviser, Diversity and Inclusion
Jill is Senior Policy Adviser for Diversity and Inclusion at the CIPD. Her work focuses on the areas of gender, age and neurodiversity and she has recently led work on race inclusion, managing drug and alcohol misuse at work, and supporting employees through fertility treatment, pregnancy loss and still birth. Earlier in her career, Jill specialised in small business growth through good people management and employee wellbeing.
It’s estimated that 1 in 5 people are neurodivergent in some way, amounting to a significant proportion of any workforce. While awareness of neurodiversity may have improved in recent years, how neuroinclusive is your organisation?
The CIPD’s Dr Jill Miller and Uptimize’s Ed Thompson explain why workplace EDI must include neuroinclusion - and a dedication to equality of outcomes for all types of thinkers - if organisations are to fulfil their people commitments, attract and retain great talent, and unlock innovation through true diversity of thought
Find out about the importance of neuroinclusive workplaces, what employers are doing and the working experiences of neurodivergent and neurotypical employees
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