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Neuroinclusive Practice™

Foundation training related to neuro-divergent ‘conditions’ (such as Dyslexia, Dyspraxia, Dyscalculia, Attention Deficit Disorder and the Autistic Spectrum) is often not delivered as standard to those in leadership roles – yet it is estimated at least 1 in 8 of the working population are neurodivergent.

Therefore, many line managers, supervisors and HR personnel are unlikely to be equipped to ‘spot the signs’ or be able to effectively manage and support neurodiverse staff. Many organisations, also lack accurate organisation-wide, awareness of what neurodiversity actually is and the potential impact of neurodivergent ‘conditions’ – on the workplace.

As a result, neurodivergent colleagues often fail to reach their full potential.

To make progress in this area it is essential for leaders, line managers, supervisors and HR personnel to understand the following:

• The strengths – and opportunities that come with appropriately supporting neurodivergent individuals.
• The range of potential workplace-related challenges. Including Stigma, prejudice, misconceptions.
• The process of support – is it recognised, publicised, as providing support is not often seen as a priority (until there is some kind of litigation).
• Why ‘accessible’ workplace processes are essential and how to implement best practice
• The connection between not providing support and the potential negative impact on wellbeing and mental health.
• The legal obligations in relation to neurodivergent employees (Equality Act 2010).

This program is a blended learning experience including:

• Online training
• Webinars
• Mentoring
• Coaching support

There are no pre-requisites for attending and we assume people have had no prior training in this area. We start ‘from scratch’ because it is vitally important to ensure we build on solid foundations. (For those who have some previous experience or training this will be a useful refresher and an opportunity to add current workplace related learning).

Technology Mentoring

Assistive technology mentoring is about helping individuals understand how technology can solve their workplace problems.

This often involves using several different tools together in a unique way to the individual this can include things like screen readers, speech to text engines, mind mapping tools and organisational tools. What is important here is not the power of the technology but rather the requirements of the individual. In our experience, we have often found less is more and that there are many free tools out there for individuals to try and experiment with as they build their own processes to be as effective as possible within the workplace.

Assistive technology mentoring builds strategies that work for individuals, in addition to improving existing strategies for individuals to use to improve workplace efficiency and overcome communication challenges.

Examples of technology covered include:

• Speech to Text – Dragon Naturally Speaking
• Screen Reading – OrCam, Read&Write
• Mind Mapping – MindView, Inspiration
• Organisation – Evernote, Todoist, Trello

One-to-one Coaching

Strategy Coaching is about finding solutions that overcome challenges by using what you are good at. For example, if you plan your holiday well but struggle with getting a work process completed in the right order, we can use the feelings and techniques that work well for holidays to deliver work tasks.

Strategy Coaching can focus on managing stress levels, understanding how to modify habits in addition to identifying and focusing on longer-term goals for motivation.

Strategy Coaching is a two-way process where you will need to try new things that need to be practised between sessions. Though this can be challenging at times it does reap long term rewards.

As part of the sessions, there is also the opportunity to look at career progression, presentation skills and communication skills.

Key features

• 1-2-1 with supervisor follow up.
• Bespoke Coaching based on your objectives.
• Delivered Online or Face to Face.
• Strategies that work.

Dyslexia Champions™

Foundation training related to neuro-divergent ‘conditions’ (such as Dyslexia, Dyspraxia, Dyscalculia, Attention Deficit Disorder and the Autistic Spectrum) is often not delivered as standard to those in leadership roles – yet it is estimated at least 1 in 8 of the working population are neurodivergent.

Therefore, support neurodiverse staff. Many organisations, also lack accurate organisation-wide, awareness of what neurodiversity actually is and the potential impact of neurodivergent ‘conditions’ – on the workplace.

As a result, neurodivergent colleagues often fail to reach their full potential.

To make progress in this area it is essential for organisations to understand the following:

• The strengths – and opportunities that come with appropriately supporting neurodivergent individuals.
• The range of potential workplace-related challenges. Including Stigma, prejudice, misconceptions.
• The process of support – is it recognised, publicised, as providing support is not often seen as a priority (until there is some kind of litigation).
• Why ‘accessible’ workplace processes are essential and how to implement best practice
• The connection between not providing support and the potential negative impact on wellbeing and mental health.
• The legal obligations in relation to neurodivergent employees (Equality Act 2010).

Accredited Dyslexia Champions™ are the ‘missing link’ that can make the difference – listening, sharing information and enabling individuals to make an informed decision about whether to seek support – or not

This program is a blended learning experience including:

• Online training
• Webinars
• Mentoring
• Coaching support

There are no pre-requisites for attending and we assume people have had no prior training in this area. We start ‘from scratch’ because it is vitally important to ensure we build on solid foundations. (For those who have some previous experience or training this will be a useful refresher and an opportunity to add current workplace-related learning).

‘This was a fantastic course. I learnt a huge amount and found the course insightful and relevant, both for my role as an educator and manager. I am an incredibly busy person and I think this course was a very good use of my time.”

Sara Rankin – Professor of Leukocyte and Stem Cell Biology.

Neurodiversity Awareness Training

An introduction to neurodiversity that will:

• Help people understand the various neurodivergent conditions such as dyslexia, dyscalculia, autism, dyscalculia and ADHD.
• Explore why neurodiversity Matters and how it makes organisations better
• Look at the building blocks of a neuroinclusive workplace
• Signpost the next steps

As a specialist workplace coach with years of coaching and training in the workplace, I help organisations and individuals manage to be more effective in the workplace.

What’s included?

Empowering Neurodiversity in the workplace session (45 minutes)

Neurodiversity explained – what is it?

Let us explore the language of neurodiversity and how this helps to frame what it is. We will then go onto looking briefly at each of the underlying diagnoses that come under this umbrella including what they look like associated strengths and difficulties and how they are interrelated.

Why neurodiversity matters – how it makes organisations better.

Neurodiverse individuals are likely to account for 1 in 8 of the average organisation’s workforce with specific industries having far more. Many of these individuals will be undiagnosed though this landscape is rapidly changing with more active screening and diagnosis taking place. The negative components of neurodiversity are often well understood; what can be less well understood is the huge positive impact that neurodiverse individuals can and do have on organisations.

Building an inclusive, neurodiverse workplace – What you need to consider and be aware of.

We will look at some of the benefits that come from introducing awareness training, the workplace needs assessments and coaching to individuals and organisations. Then we will look at communication, and how this can be adapted and reviewed to ensure it meets the needs of both employees and the business. Finally, we will look at environmental factors that often need to be considered when making a workplace an effective environment for all employees..

Useful resources – what next, where to get further support and assistance.

During this session, we will explore specific issues and give some guidance on what to consider and what to do next. We will also include some advice on what support is available and the types of actions you can take. I would encourage you that many changes have little, or no cost and that we often find making a workplace more neuroinclusive is better for everyone.

Q&A

We will close this session with an informal Q&A. This can be conducted as an open forum and/or through using pre-submitted questions.

Workplace Needs Assessment (WNA)

This assessment focuses on the specific challenges that an individual is experiencing in relation to their work tasks and includes recommendations for adjustments that the Assessor believes will help them cope and be more effective at work. These challenges are often related to conditions such as dyslexia, dyspraxia (DCD), autism (ASD/ASC), dyscalculia, Tourette’s Syndrome, ADHD, anxiety and mental health.

Note: This is not a screening or diagnostic assessment it is an assessment to provide practical adjustments that improve workplace effectiveness. (The assessor can help with these if they are needed but they are not a requirement of a WNA)

What’s included?

Pre-meeting

• Individual questionnaire
• Line manager questionnaire
• Copy of individuals job description

Assessment meeting (1-2 hours)

The assessor will talk to the individual about the difficulties they are experiencing at work and explore their work environment, seating location, specific work tasks, ‘tools’ and current coping strategies that they are using.

1-2-1 Manager awareness meeting (30 minutes)

Included is a 30 minute ‘One to One manager information meeting’.  This meeting is designed to provide the manager with a foundation awareness to help them and the employee when the workplace needs assessment report is shared and adjustments are then put in place.

Assessment report (produced within 14 days)

The report outlines any recommendations (Reasonable Adjustments) which the assessor believes can help the individual improve their effectiveness in their role.

These recommendations may include:

• Equipment – physical and or software
• Coaching/mentoring on the use of equipment/software
• one to one strategy coaching
• Awareness training – (in the form of CPD) for colleagues.  (To encourage and support a neuroinclusive work environment, as approx. 1 in 8 of the UK population is neurodivergent)