Neurodiversity training — the benefits for business
Creating better understanding, empathy and productivity within the workplace — as well as the wider implications.
What neurodiversity training 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.
- Assisting managers in developing the skills to lead and manage neuro-diverse staff.
- Improving connectivity with neuro-diverse 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 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 it helps navigate the daily challenges and social interactions, especially within the workplace.
Training can increase efficiency and productivity by…
Eliciting a toolkit of strategies to create a workplace that encourages and inspires neuro-diverse individuals to maximise their potential and skills, and equipping managers with the know-how to best manage their neuro-diverse staff.
Reducing the stigma around being neuro-diverse and being challenged in areas considered neuro-typical. It helps give permission to neuro-diverse individuals to be at ease that they aren’t neuro-typical, and to flourish within any environment.
Creating empathy and patience with neuro-diverse individuals, or people who display traits of neuro-diversity — which can sometimes be minor nuances that come across as annoying for others and frustrating for the individual.
Reducing the fear of opening up about being neuro-diverse, due to assumed prejudice and judgement. This creates a more inclusive environment, where individuals don’t feel self-conscious about being ‘different’. It 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.
Wider implications for the business
Creating improved relationships with your current and potential customer base through more inclusive ways of communication and marketing. And 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 neuro-diverse individual can bring.
Delivered onsite or online, training sessions can be tailored to your needs — as a one-off session or ongoing sessions, with more specific follow-up workshops for departments, managers or individuals. Creating a more inclusive and productive workplace.
What people say
“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.”
— Charlie Charlesworth, Founder, Haute Pursuit · Chamonix
“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.”
— Evan Lewis, Founder, VENT for Change
More stories: What’s normal? · Go slow or go home