As part of Totum’s ongoing commitment to DEI (Diversity, Equity and Inclusion), here are some recommended practices for supporting neurodiverse candidates and colleagues in their roles and within the wider workplace.

 

What is neurodiversity?

Neurodiversity refers to the way that everyone’s brains naturally work differently from one another. According to ACAS, approximately one in seven people (15%) have some form of condition linked to neurodiversity, meaning that they behave, think, process, and interpret the world differently to someone who is neurotypical.

Types of neurodiversity

Because each brain and person are different, it is difficult to put a number on how many types of neurodiversity exist. Different people will experience the same condition differently. However, some of the more recognised types of neurodiversity include: Autism, attention deficit hyperactivity disorder (ADHD), dyslexia, dyspraxia, dyscalculia, dysgraphia, and tic disorders such as Tourette’s syndrome.

 

In this document, we elaborate on practises to be considered when working with candidate or team members who identify as neurodiverse.

What key points are explained?

  • Learning and understanding neurodiversity
  • Flexible recruitment
  • Provision of a supportive environment and equipment
  • Work flexibly
  • Clear communication
  • Regular check-ins

To further discuss how Totum can support you or your firm with neurodiversity in the workplace, get in touch.