After a busy year delivering awareness and support sessions for employers interested in maximising neurodivergent talent, I’m constantly delighted by the level of interest in the topic and the creativity our breakout groups show in their discussions. As well as the inevitable physical layout tweaks, here’s more examples of the policy and practice changes they generated:
· Making it crystal clear that it’s OK (and not a hassle) to suggest different ways of presenting to clients; whether or not we’re back on office is irrelevant if talented designers want to pitch in their own ‘best ‘way
· Changing wording on all parts of our application process, we’re committing to getting rid of ‘tick’ box if you have a disability
· Dropping the term ‘adjustments’- we think it sounds like a washing machine, so opting instead for ‘changes that will support you’
· Proactively talking to clients about what we are doing to support our neurodivergent colleagues
· Investing in follow on 1 to 1 support to apply generic ideas to specific people and situations
If you’d like to find out more, see www.dandelioncareers.com