Neurodiversity at Work

Drive Innovation, Performance and Productivity with a Neurodiverse Workforce

Amanda Kirby, Theo Smith

• Publisher: Kogan Page
• Year: 2021
• Print ISBN:
  9781398600249
• Edition: 1
• eBook ISBN:
  9781398600256
• Topic: Business
• Subtopic: Human Resource Management
• Index: Business

WINNER: Business Book Awards 2022 - Diversity, Inclusion & Equality Category
SHORTLISTED: getAbstract International Book Award 2022- Learning Impact Category

An organization's employees are its biggest competitive advantage. Performance gains can be achieved through cost saving, process improvement or technology adoption, but the biggest difference is made by people. This means that recruiting, engaging and retaining the very best talent has never been more important.

Crucially, these employees should be a diverse group of people with different approaches, skills and strengths in problem-solving and driving innovation. As well as focusing on gender, race, age and class, it is critical that businesses also develop a neurodiverse workforce if they are committed to outperforming the competition and achieving sustainable business growth.

Neurodiversity at Work is a practical guide that explains what neurodiversity is, why it's important and what the benefits are. It covers how to attract, recruit and engage neurodiverse talent and provides guidance on how to adapt HR policies, processes and workplaces to ensure that all employees, including the 2 in 10 employees in the UK who are neurodiverse, can reach their full potential.

Neurodiversity at Work is packed full of case studies from leading organizations like Microsoft who are already seeing the productivity, performance and financial benefits of neurodiversity in the workplace. Individuals in these companies are also experiencing benefits in their working environments. Also featured are interviews with prominent figures in the neurodiversity community and people who have successfully adapted their HR processes for neurodiversity, including members of the ND@IBM Program and the Head of People and Culture at Autotrader. With tips, advice, examples and 'how to' actions in every chapter, this is essential reading for every HR professional.

Index

Note: Page numbers in bold indicate Glossary entries.

Access to Work scheme (DWP, UK) 15, 91, 93, 99, 114, 122, 163, 183, 193

acquired brain injury (ABI) 294

ADHD (attention-deficit/hyperactivity disorder) 282–83, 294

access to support and services 41–42

hyperactive/impulsive type 70

inattentive (dreamy) type 70

male bias in diagnostic criteria 69–71

parenting style and 23

spiky profiles 45–54

adjustments see reasonable adjustments; workplace adjustments

Admiral Insurance, inclusive culture (case study) 228–31

adversity, cumulative adversity over time 68–71, 84

affinity 224

AI assessment 57, 153

air traffic controllers, pre-selection testing 155

Amazon 57

Applied Behavioural Analysis (ABA) 261

apprenticeships 125–36

Argyris, Chris 263

ascertainment bias 69–70

ASD see autism spectrum disorder

Asperger, Hans 32

Asperger’s syndrome (AS) 32, 128–29, 294

Aspire2inspire Dyslexia CIC 71–72

assessment (related to recruitment) 137

approach to assessments and skill tests 149–51

assessment paradigm 56–57

future developments 151–56

game-based assessments 152, 153–54, 155

use of work samples 146, 147, 149

validity of methods used 143–47

when hiring diverse talent 147–49

assessment, diagnostic see diagnosis

attention deficit disorder (ADD) 294

auditory discrimination 294

Austin, Paul 193–95

autism-friendly companies, Autotrader (case study) 87–91

autism spectrum condition (ASC) 284–86

autism spectrum disorder (ASD) 32, 284–86, 294–95

male bias in diagnostic criteria 69–71

parenting style and 23

spiky profiles 45–54

stereotyping of people with 44

variability within the diagnosis 41

Autotrader (case study) 87–91

Bandura, Albert 50

Banji, Milimo 82, 237–39

Barrett, Lincoln (AKA High Contrast) 26–27, 63–66, 236

barriers to entry 62, 75, 79

Barron, Christopher 203

BBC, Cape neurodiversity initiative (case study) 203–07

Beetham, Janette 242–44

belonging and inclusion 224–25

bias

awareness of developmental coordinati...

Table of contents

• Praise for Neurodiversity at Work
• Neurodiversity at Work
• Contents
• List of Figures
• About the authors
• Preface
• Introduction
• 01 Why neurodiversity is important
• 02 Labels: what do they mean?
• 03 Categories and spiky profiles
• 04 Eliminating kryptonite and enabling superheroes
• 05 Pre-employment: the lost demographics
• 06 Policies and procedures
• 07 How can employers attract neurodiverse talent in recruitment?
• 08 Apprenticeships, internships, work placements and hiring schemes
• 09 Interviews and assessments
• 10 Making workplace adjustments
• 11 Induction and onboarding
• 12 Line management means having good conversations
• 13 Everyday meetings, conferences and seminars
• 14 Champions, staff networks and communities
• 15 Future workspaces and workplaces
• 16 Next Steps! Inclusion, equity and diversity = belonging
• Appendix
• Glossary
• Index