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A series of inclusive training sessions were held last week to spark conversations, increase awareness and reduce stigma surrounding neurodiversity in the workplace.
To mark Neurodiversity Celebration Week, finance company Crestbridge collaborated with charities across the UK and Channel Islands to host a series of employee training sessions.
Organised by Assistant Manager of Learning and Development James Montgomery, these sessions were designed to educate Crestbridge employees on various topics related to neurodiversity.
Neurodiversity is an umbrella term for many conditions which include autism, dyslexia, dyspraxia, ADHD, and OCD.
The term describes the idea that people experience and interact with the world in many ways, highlighting that there is no one "right" way of thinking, learning, or behaving.
Lexxic UK, a consultancy specialising in neurodiversity in the workplace, delivered a session called 'The Value of Neurodiversity in the Workplace' which explored the full spectrum of neurodiversity and provided examples of neuroinclusive language and case studies.
Other sessions focused on specific conditions, such as autism, dyslexia, ADHD, Tourette's syndrome, and less obvious aspects of neurodiversity — such as OCD, Parkinsons, Huntingtons, Epilepsy, Strokes and Hypermobility.
Attendees also learned about reasonable adjustments in the workplace, and heard firsthand accounts from neurodiverse people with lived experience.
Mr Montgomery, who was diagnosed with autism 25 years ago, spoke about the importance of these sessions in promoting understanding and inclusivity in the workplace.
He said: "From a personal point of view, I've always had a strong passion in trying to encourage people to have a conversation about neurodiversity.
"The latest stats show that between 15 and 20% of the UK population are neurodivergent. So it's a no-brainer for companies to be supportive of everyone.
"There's only about 30% of the autistic population in the UK who are in employment at the moment, so to me, that means there's still some way to go in terms of understanding.
"It is all about understanding what support means for each person and about trying to see what more we can do to get more people through the door."
Recognising the role of leaders and managers in fostering a supportive environment, Mr Montgomery aims to create a culture where conversations about neurodiversity are encouraged from the top down.
He said: "We've had so many leaders and managers attending this event, who will feel more comfortable to talk about neurodiversity and to have a conversation that helps remove the stigma.
"That's going to be great for the trainees, the next generation, and the juniors."
Mr Montgomery also highlighted the importance of reasonable adjustments in the workplace for neurodiverse employees and the value of companies being willing to try new things and be open to different approaches.
This could include providing accommodations such as quieter spaces, noise-cancelling headphones, and flexible working arrangements.
He added: "The COVID-19 pandemic flipped the script, forcing people to appreciate the value of personal space and autonomy in a way they may not have experienced before.
"Nine-to-five doesn't work for everyone, not just from the neurodivergent point of view.
"By our company adopting hybrid working, it's allowed so many other groups within the community to work as well, such as single moms, for example.
"Suddenly, they're not having to find childminders and they can drop their kids off at school. It takes the stress off."
Crestbridge's Neurodiversity Celebration Week sessions included:
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