NeuroTalent Works’ Post

Did you know? 15-20% of our population is neurodivergent. You already have neurodivergent colleagues in your workplace - think of how impactful it is when your employer hosts neurodiversity training so all minds can be understood and appreciated! That sense of belonging is powerful and impacts every aspect of your team and business. Message me/our team to learn more! NeuroTalent Works

There is a lot of progress to be made with disability inclusion, but today I want to highlight a significant display of progress. I recently got asked to present at a conference specifically on the topic of employer bias and misconceptions related to disability and accommodations in the workplace. The conference is directed towards leaders and HR. This topic is not necessarily uncommon, but it’s also not common. The more common these topics get, especially focused at the people who can make change, the more progress becomes inevitable. Not only is this progress in itself, but it will perpetuate further progress for every attendee who even slightly cares or learns. Topics like these at conferences are huge wins.

Today Elaine Boyd OBE, FCCA, ACA and I spoke at Cerebral Palsy Scotland Conference and promoted the importance of #inclusiverecruitment and #inclusiveworkculture. Elaine shared her inspirational career journey, from being told in school not to have any high hopes for any meaningful career to now receiving her OBE in two weeks time. This is what I called perseverance, talent and positive mental attitude. Following her incredible story, I promoted our Business in the Community #Openingdoors campaign and some important stats to highlight the issue. To mention a few: 22% of employers admitted they would close their doors to people with disability (source: Page), 33% of people with disability felt undermined and people misjudged their capabilities (source: Scope). Interestingly enough, on the way to the conference I spoke with a HR manager on the train, who defended those stats by saying that managers are overworked and they probably would not have time to adjust working conditions just to welcome people with disability into her organisation. Fact is the unemployment rate for people with disability is twice as high, so it is time to make drastic changes and revisit organisational values. People with disability can contribute in this society, Elaine is a great example. #Responsiblebusiness please consider signing up to our Opening Doors campaign and follow our guidance for a more inclusive Organisation. Tangible actions: 1) Partner with organisations that support disadvantaged groups into work  2) Show candidates that you are committed to inclusion. 3) Use comprehensive job descriptions with inclusive language 4) Focus on the essential skills needed for the job.  5) Prioritise accessibility and eliminate bias. https://lnkd.in/edexJjzu Fiona MacDonald Anna Hunter Laity Senghore Elspeth Hendry Carolyn McPhee Nicola Crombie-Dawson Kate Carr Kasia Zduniak (Assoc CIPD) Karen Wallace (She/Her) LLB, Dip L.P.

🎉 Unlocking success: Top tips for disability confident recruitment. In our grand finale, the sixth and final instalment of our short video series, Kate Headley, Pauline Miller, and Kate Shoesmith are here to unveil their top tips! They outline the straightforward actions recruiters can all take to ensure you recruit the right way and embrace disability confidence in our processes. But that's not all! 🎥 Watch this space for the full video, where we bring together all the invaluable insights from this series. Stay tuned and join us in making recruitment more inclusive! https://bit.ly/3PEGxFh #DisabilityConfident #InclusiveRecruitment #TopTips #Empowerment

Great to see a jam- packed room for Mark Woodward’s Disability Confident talk this morning! Lots of organisation’s keen to build inclusive workplaces 💜 So what did we learn from Marks talk? 🚗 Think of it like a journey - there are three levels to reach your end destination! ⭐️Level 1 - it’s important to understand the why… it’s not just a tick box exercise! ⭐️Level 2 - the most challenging! ⭐️Level 3 - new, reporting element - you’ve got to provide a narrative on what your organisation is doing and find our information such as ‘what % are identifying as disabled in your organisation?’. There is also an obligation to publish this! 3️⃣ You’ve got to renew every 3 years! 🟪 neurobox can support you - we’re a Disability Confident Leader! #DisabilityConfident #NeurodiveristyAtWok #HR

Find out how a Hireup Behaviour Support Relationship Manager “empowered” Amy to advocate even more for her son’s support. “I felt uneasy about things,” Amy says. “Restrictive practice was like this big, scary word… We didn’t want to do anything wrong. She empowered me with the knowledge to stand on my own two feet and really advocate.” To learn more about Amy and her son Luka's Hireup experience, head to our website: https://bit.ly/3yPBR9l #Hireup #Inclusion #PositiveBehaviourSupport

🌟 Empowering Conversations: HR's Role in Disability Support🌟 Had an insightful chat recently with some close friends who shared their workplace experiences as disabled employees. Unfortunately, they've faced challenges with their line managers not fully grasping the importance of reasonable adjustments in the workplace. So, as we were meeting this weekend, we planned out effective ways to assertively communicate these needs to the business. Today, they reached out to share some fantastic news! Their company's HR department recently rolled out inclusive manager training, signalling a positive shift towards supporting disabled employees. The response from HR to my friend's meeting with their line manager was nothing short of brilliant. It's incredibly heartening to see HR genuinely backing up their commitment to support disabled employees, working collaboratively to ensure that everyone's needs are met. This experience has been a refreshing reminder that HR isn't just about protecting the interests of the business; they're also must champion inclusivity and support for employees. It's a testament to the progress being made in fostering inclusive workplaces. Let's keep celebrating these wins and pushing for more inclusive practices in every workplace! 🎉 What best practices can HR demonstrate to support disabled and neurodivergent employees? Share your thought below. #InclusiveWorkplaces #DisabilityConsultancy #HRSupport #InclusionMatters #DisabilityConfident

Enjoyed being part of an internal webinar titled "You Can't ask that" discussing the complex landscape of People with Disabilities (PwD) hiring in honor of International Disability Day. It was a pleasure to be able to provide some insights and also hear from other panelists Yap Jayden, Alister Ong, Neha Jain and Josh Carne on how the space looks across the APAC region. 4 key things that stood out from the conversations were: # Champions of PWD Hiring When looking to engage with clients and aid with their efforts to hire one key method is to work with them to identify champions of PwD hiring in their businesses. # Mechanisms of Support for Caregivers Recognising and implementing mechanisms of support for colleagues and team members who are caregivers is crucial. Balancing work and caregiving responsibilities can be challenging, and providing the right support ensures that everyone can contribute effectively. # Focus on Super Strengths, Not Limitations Shifting our perspective to what PwD individuals can do, and do well, rather than focusing on limitations, is at the core of creating an inclusive environment and building strong teams. # Time and Effort for the Right Solutions Achieving meaningful change takes time and effort. Working out the right solutions and approaches to PWD hiring requires dedication, collaboration, and continuous learning. Thank you to Rani Nandan for creating the event and Rachel Lim for her expert hosting skills guiding the conversations along so smoothly. #InternationalDisabilityDay #PWDInclusion #InclusiveWorkplace #DiversityandInclusion #pagegroup

As we step into a new year, Team Humanly is fuelled with excitement and a deep commitment to continuing to champion what it means to be ‘human in human services’. At Humanly, we believe that the heart of any disability support service, and any organisation for that matter, lies in its humanity. So, we have a few questions… - How can we better support the individuals we serve by truly connecting with their unique stories, aspirations, and challenges? - What initiatives can we undertake to foster a culture of ‘diversity, equity, inclusion and belonging’ within our organisations? - In what ways can our services be more tailored to meet the evolving needs of those we exist to serve? Let's not just provide services. Let's create genuine, lasting human connections, and be the driving force behind positive change. We invite disability support services, and everyone, to share thoughts, ideas, and initiatives for putting the "human" back in human services. We’d love to see some comments below or use #BeingHumanInHumanServices to share your commitment to this transformative journey that we’re really passionate about😉. Together, we can make 2024 a year where we redefine what it means to be truly human in human services. #Humanly #HumanServices #DisabilitySupport #BeingHumanInHumanServices

Join our free webinar on disability-inclusive recruitment on 16 May. We will discuss ways to identify and remove the barriers disabled employees face in the recruitment process, from job descriptions to onboarding. Our CEO Diane Lightfoot and Head of Policy and Research Angela Matthews will address the following questions: - What do disabled people need when applying for a job? - How should employers ask candidates about adjustments? - What gives disabled people the best start in an organisation? This webinar is the second in our 'Getting it right for every employee' series, which explores the employee life cycle from recruitment through to retention and career progression. Register free (open to all): https://ow.ly/hpJe50R7ylb [Image description: A professional speaks to a colleague. He is sitting in a chair and wearing a sunflower lanyard to show he has a less-visible disability. The Business Disability Forum 'Changing the image of disability' logo is in the lower right corner of the image.] #Recruitment #DisabilityInclusion #DisabledEmployees #DisabledCandidates #DisabilitySmart #BusinessLeaders #EDI #DEI #HR Sam Buckley John OR Rebecca Elliott Lucy Ruck