Neurodiversity at Work

Thinking Differently & Supporting Unique Talents

Operating in a world not designed for every mind can present significant challenges. Too often, neurodiverse staff and jobseekers are often disadvantaged by traditional organisational systems that overlook how differently people think, learn and communicate.

Yet failing to address these barriers limits not only individuals but organisations themselves. Neurodiversity presents unique competitive advantages in the workplace. Talents associated with neurodiversity include an exceptional ability to spot patterns, increased creativity and problem-solving skills. 

Fast-moving employers are now taking significant steps to nurture neurominority talent. With this group representing more than 10% of the population, your job applicants and existing staff are likely far more neurodiverse than you recognise.

At ‘Neurodiversity at Work’, you will receive expert insight into different forms of neurodiversity -- such as autism, dyslexia, dyspraxia, ADHD and tourette syndrome -- and the unique attributes associated with each. Through workshops, case studies, and personal perspectives, you will be provided with the understanding needed to create a neurodiverse workplace that enables both staff and business to thrive.  

Why attend? 

• Learn how to recruit, manage and support neuro-minority staff, ensuring that they have equal opportunities to progress and flourish within your organisation
• Bring new, innovative ideas on increasing neurodiversity in your workplace back to your organisation with the insight needed to put them into practice 
• Hear from leading figures about how to educate staff and foster an understanding of neurodiversity within your organisation
• Receive on-demand recordings of all sessions after the event

Who should attend?

Anyone with an interest in creating a neurodiverse workplace, including:

• Employers
• HR managers/officers
• Wellbeing officers
• Senior managers
• Consultants
• Trade unions
• Staff network leads and representative groups

Book your place today

09:00

Welcome from D&I, Dods Events

Kiren Kaur, Director of Diversity and Inclusion Portfolio, Dods Events

09:05

Chair's Introduction & Opening Remarks

• Using the Social Model to understand and educate staff about neurodiversity

09:30

'The Neurodiversity Paradigm': from adjustment to advantage 

• Examining different forms of neurodiversity and their unique competitive advantages
• Understanding how a neurodiverse workforce increases innovation and plurality of thought

10:10

Comfort Break

10:20

Neurodiversity and the law: understanding your legal duties

• Ensuring business policies provide for neurodiverse employees
• Understanding legal obligations and responsibilities of employers under the Equality Act 2010
• Examining the legal issues through a practical case study
• Examples of helpful reasonable adjustments and assistive technology

11:05

Comfort Break

11:15

Interactive session: how to attract, recruit and progress neurodiverse talent

• Adapting role descriptions to attract and include neurominority candidates
• Providing opportunities for disclosure during the recruitment process
• Interview best practice and how to implement alternative assessments
• Ensuring applicant filtering and progression methods do not disadvantage neurominority candidates

Ruth-Ellen Danquah, Chief Innovation Officer, Exceptional Individuals

12:15

Break for Lunch

13:15

Case study: Becoming a Neuroinclusive Employer

13:45

Comfort Break

13:55

Managing a neurodiverse workforce and ensuring fair progression in a hybrid working environment 

• Providing feedback and communicating clearly with neurodiverse staff
• Training and educating managers to support neurodiversity staff in their teams
• Building neurodiverse teams which play to each member's strengths
• How to support the mental health and wellbeing of neurodiverse staff 

14:40

Comfort Break 

14:50

Neurodiversity & Individuality: increasing understanding and shifting perspectives

• Understanding how neurodiversity and other diversity dimensions can intersect 
• Creating an organisational culture that includes, understands and celebrates neurodiversity
• Re-examining the language around neurodiversity
• Moving away from generalisation, towards a nuanced understanding of neurodiversity and individuality

Helen Jeffries, Deputy Director, Health Inequalities, Multiple Disadvantage and Displacement, DHSC; Autism Advocate

15:30

Chair’s Closing Remarks