Neuro-diversity training - the benefits for businesses

Creating better understanding, empathy and productivity within the workplace. As well as the wider implications.

Neuro-diversity training - what it can bring to your company

• Reframing what is traditionally understood about being neuro-diverse.

• How improved understanding can create better relationships within the workplace and ultimately improve productivity and efficiency.

• Assist managers in developing the skills to lead and manage ND staff. 

• Improve connectivity with ND customers and potential employees.

Who am I?

I have lived much of my life undiagnosed as neuro-diverse (organisational dyslexia and autism/AD(H)D). All the challenges I had faced made sense - from education to relationships and in the workplace, often dismissed without seeing what I was capable of. Consequently, I bring a wealth of real-world personal experience, as well as professional - from tips, strategies and how adventure sport helps self-regulation and developing skills to current research and thinking.

What is neuro-diversity?

Neuro-diversity is an umbrella term that encompasses a number of conditions that are considered to be different neuro-types (commonly referred to as disorders). This includes: dyslexia, AD(H)D, dyspraxia, dyscalculia, autism spectrum and social anxiety. All of which can vary depending on environment and age. It’s simply a different way of seeing the world and processing information. 

Prevalence:

It’s estimated that 1 in 7 people are neuro-diverse and the extent of the conditions in individuals vary hugely, affecting learning, communication and cognition. Having a diagnosis is not about being labelled, but developing self-understanding of extended skills (our superpowers) and helps navigate the daily challenges and social interactions, especially within the workplace.

Training can increase efficiency and productivity through:

Eliciting a toolkit of strategies to create a workplace that encourages and inspires neuro-diverse individuals to maximise their potential and skills.  Equipping managers with the know-how to best manage their ND staff.

Reducing the stigma around being neuro-diverse and being challenged in areas that are considered neuro-typical (an alternative to the widely used term ‘neuro-normal’, as ‘normal’ has so many interpretations, but it still implies that there are established parameters for what is ‘typical’ so the terms remain debatable) by others. It helps give permission to ND individuals to be at ease that they aren’t neuro-typical and to be able flourish within any environment. 

Creating empathy and patience with ND individuals or persons who display traits of neuro-diversity - which can sometimes be minor nuances that can come across as annoying for others and frustrating for the individual. 

Reducing the fear of opening up about being ND, due to assumed prejudice and judgement. This creates a more inclusive environment in the workplace, where individuals don’t feel self-conscious about being ‘different’. Allows staff to be honest about where they are challenged and where they excel, so that those skills can be best utilised and reasonable adjustments made in other areas. 

Reframing the notion of negativity around being neuro-diverse and celebrating the positives. Even though individuals may not display neuro- or socially typical behaviours, they often have skill sets that exceed those of neuro-typical colleagues. Skill sets that can have significant benefits to a role, fostering a more positive mindset for ND individuals instead of one that has traditionally been negative.

Wider implications for the business:

Creating improved relationships with your current and potential customer base through more inclusive ways of communication and marketing strategies. 

Increasing the potential pool of talented applicants for a role - by fostering a positive reputation as an employer who seeks the skill sets and ways of thinking that a ND individual can bring. 

Delivered onsite or online, training sessions can be tailored to your needs - as a one-off session or ongoing sessions to support the business’ needs with more specific follow-up workshops for departments, managers or individuals. Creating a more inclusive and productive workplace.

Testimonials:

Charlie Charlesworth. Founder - Haute Pursuit, Chamonix

Scott's insight and knowledge was a catalyst to great discussions within the team.

The awareness and understanding that we gained has already proved useful. We are keen to learn more.

Evan Lewis. Founder - VENT for Change

Scott's personal approach and understanding of the subject makes for an engaging and revealing introduction to neuro-divergence in the workplace. Identifying people's strengths and weaknesses is key to successful management; having a better insight into how we all behave in a myriad of different ways helped identify and pin-point how to get the best out of those around me and in our teams.