Patrick Percella’s Post

As the conversation around neurodiversity evolves, we can expect to see more research and best practices emerging. Companies that stay ahead of these trends will not only benefit from a more diverse and innovative workforce but contribute to a more inclusive society. https://gag.gl/OPjFiA

As the conversation around neurodiversity evolves, we can expect to see more research and best practices emerging. Companies that stay ahead of these trends will not only benefit from a more diverse and innovative workforce but contribute to a more inclusive society. https://gag.gl/OPjFiA

As the conversation around neurodiversity evolves, we can expect to see more research and best practices emerging. Companies that stay ahead of these trends will not only benefit from a more diverse and innovative workforce but contribute to a more inclusive society. https://gag.gl/OPjFiA

🫂Embracing Neurodiversity: Unlocking the Power of Diverse Minds 🧠 Part 2 of 3 in the topic of 🪪Work to Life🪪 As we continue our journey towards creating truly inclusive workplaces, it is time to shed light on the immense value that neurodiversity brings to our organizations and society as a whole. Neurodiversity is the natural variation in human neurocognition, encompassing both neurodivergent individuals (those with conditions like autism, ADHD, dyslexia) and neurotypical individuals. Imagine a workplace where every mind is celebrated for its unique strengths and perspectives. A place where neurodivergent individuals are not seen as having deficits, but rather as possessing invaluable talents and abilities that can drive innovation, problem-solving, and creative thinking. In this ecosystem of neurodiversity, we recognize that different cognitive styles and ways of processing information are not just accepted but actively embraced. Neurodivergent employees bring a wealth of skills to the table, such as exceptional attention to detail, pattern recognition, out-of-the-box thinking, and an ability to hyperfocus on tasks. By nurturing a culture that values neurodiversity, we create an environment where every individual feels empowered to contribute their unique perspectives and talents. It's a place where accommodations are not seen as burdens but as opportunities to unlock the full potential of our diverse workforce. 🧐Initially unbeknownst to me, I have enjoyed the great privilege and humble opportunity to work at diverse and inclusive culture that is melting pot of humankind. It has transformed my whole paradigm of how I view the workplace forever ♾️. 🕵️ It has unravel to me the secrets to fostering a workplace that not only celebrates neurodiversity in action but encourages leadership to demonstrate acceptance and equitable treatment for all that choose work for the organization. In the “pandemic 😷” to find candidates to fill roles and responsibilities within our collective organizations and the competitive nature of the marketplace let’s actively leverage ⚖️ neurodiversity as a competitive advantage. 👏Together, let's create a society where every mind is valued, every talent is nurtured, and every individual has the opportunity to shine brightly. This is the essence of true inclusion – a synergy of diverse perspectives, limitless possibilities, and a commitment to unlocking the full potential of our collective human brilliance. ✨🚀 https://lnkd.in/eMhDR-TS Original post https://lnkd.in/ei5hTnAi What’s in your wallet ? (workplace=money=resource=you🫵) Please share view points or thoughts as we transform the world 🗺️together😇 #NeurodiversityInclusion#DiverseMinds #EmpowerNeurodiversity #diversityinclusion

Addressing issues of Diversity, Equity, and Inclusion (DEI) is crucial for creating a supportive and productive work environment. It's vital for companies to prioritize these issues and actively work towards fostering a culture of inclusivity and equality, particularly given their frequent oversight and occurrence. Microaggressions, often subtle yet impactful, underscore the need for proactive measures. Companies must prioritize DEI initiatives, as these issues persistently undermine the well-being and productivity of their workforce. What specific steps do you think companies should take to address these issues effectively? Please click the link to read a quick one-minute article about Microaggression. Knowledge is power and can prevent you from displaying these behaviors unknowingly. https://lnkd.in/dJpDG6Cv

Some recent thoughts and learnings on Neurodiversity, relationships, personal growth and Neuroinclusion in the workplace. (for context I am Autistic and I have ADHD) ✅ It is important to address the need for accommodations, adaptations, and reasonable adjustments to support individuals with Neurodivergent conditions in the workplace. ✅ It is crucial for colleagues to have a good understanding of how Neurodivergent conditions can affect individuals and how to bring out the best in them. We all have strengths. ✅ Personal growth is essential for everyone, as we need to be aware of the impact our actions and behaviours have on others and be willing to adapt to create an inclusive environment where everyone is seen, heard, and able to perform at their best. 🏔 I am on my own journey with understanding my Neurodiversity and I am currently exploring the reasons behind why I experience extreme anxiety, flight responses and freeze responses to situations. By understanding my thoughts, feelings, and behaviours, I can help others understand me too. 🤝 Part of my personal growth is being helped to see how my actions and behaviours make other people feel (this is often a hard truth to face). 🗣 Some more detail to bring this to life...as someone who is very focussed on my own interaction in a conversation (because maintaining attention on more than one thing is hard as well as difficulty with maintaining eye contact), I am not necessarily going to pick up on how someone else is feeling in response to me unless it is very explicit. That could offend them, cause discomfort/misunderstanding. Although, I am good at observing other people’s interactions and picking up the emotions of others when I am purely observing (i.e.. my role in an interaction is just to listen). I am working on asking people how my behaviours come across and letting people know (and how) they can tell me. I think this is all possible in an environment where it is safe to express your differences. ✅ All voices matter and the goal is to create environments that embrace diversity, eradicate discrimination, and promote a safe and equitable work environment for ALL. ✅ I strongly believe creating Neuroinclusive environments is a key part of wider inclusion, as it not only benefits individuals with diagnosed Neurodivergent conditions but also considers everyone. How everyone processes the world, their communication preferences, and best working environment. ✅ By striving to understand the unique needs of everyone we can foster a workspace that supports optimal performance, happiness, and well-being. 👂 In a Neuroinclusive setting, every individual's voice is valued, and it is essential to listen to feedback and engage in dialogue to foster harmony amongst each other. #neuroinclusion #personalgrowth #inclusion #diversity

IT’S TIME TO TALK – HOW TO SUPPORT OUR NEURODIVERGENT WORKFORCE TO THRIVE We’ve just had another great panel conversation at The Serenity Collective Thriving Workplace Event. Sharing a few of the many, many gems: 🌟 Neurodivergence is the “elephant in the boardroom” 🌟 We neee to break down the stigma that “people who think differently are deficient” 🌟 Young people are taught to believe that if they don’t get “good grades” at school then they will never get a “good job” or have a “good life”- we urgently need open up the right pathways for people who are neurodivergent 🌟 Most psychologists only recieve a few hours of training on neurodiversity 🌟 Neurodivesity can present itself differently in different genders, often women are diagnosed later in life 🌟 It’s an increasingly common experience for parents to become aware of their neurodivergence after their children are diagnosed 🌟 Challenge the assumption that you don’t have assumptions “how many times have you had a conversation with someone who is sexist who is 100% convinced they are not sexist” 🌟 As leaders we need to educate ourselves on contemporary, appropriate language to enable us to navigate respectful, inclusive and supportive conversations around neurodiversity 🌟 Around 20% of the global population identifies as neurodivergent (and many people believe this number may be closer to 40%) and our workplaces at not yet set up to support neurodivergent people to thrive and have meaning and purpose 🌟 Be respectfully curious 🌟 Practice double-empathy (see link in comments 👇) 🌟 Be a neuroinclusion ally : be kind, learn more, and don’t be afraid to ask questions while also respecting boundaries 🌟 If you bring a disability lens to neurodiversity change your lens - “If I could take a pill to change my neurodiversity I would not take it - I would rather have a lobotomy” Workplaces must: 1. Create a climate of diversity - can people see themselves at all levels? 2. Create a climate of inclusion - do we have the right support in place so everyone feels like they belong ? 3. Create a climate of equity - find the pioneers in your workplace, put the policies in place and bring them to life Huge thanks to the panelists: Barry Thomas Mariane Power Will Wheeler Natalie Phillips-Mason #sernitycollective #leadership

How do we as businesses and communities ensure neurodiversity is considered and catered for as if it’s a cup of tea? When we ask someone how we take their tea it’s not given second thought, we cater to our guests needs. If our guests want milk, or honey, or sugar or sweeteners or however they need it we happily accommodate the request the best we can. It’s a given we will cater the best for them to enjoy their cuppa. Imagine a world where we could easily recognise, and flexibly adapt to employee needs. If someone needs quiet hours, flexible working, psychical or environmental adjustments (to name a few), and programs were in place to support those with a variety of needs, these adjustments could be the difference between unlocking a neurodiverse persons superpowers, which is great for employee engagement and equals improved efficiency, or compounding someone’s disability, to hamper their efforts and ability to perform at their best. This really struck me hearing Ellie Middleton talking about this in her book Unmasked, for her the difference between being as able as as her colleagues when adaptions cater to her neurodiversity to not being able to look after herself properly yet alone work, if those adaptions weren’t in place. We have the power to enable super powers, create safety in understanding and inclusivity, if we know how to. According to the government there is currently 1.5 million children in education that have “special educational needs” or adaptations to the classroom environment, teaching methods or alternative ways to engage those pupils in main stream schools. Those children will grow up with more awareness and empowerment to speak about their needs- we need to be proactively ready to support their needs when they reach our businesses and communities. We need to be as familiar with neurodiversity, common needs, and the language that surrounds it, as we are a tea order. We need to be ready to ask, how do you take your workplace - voice to text, pastel over lays, or noise cancelling headphones, and milk with that? Neurodiversity is extrability not a disability if you know how to unlock it 😍 From an (ex) teacher with a passion for finding the key to unlocking the unique personal best for anyone. #neurodiversityatwork #neurodiversity #neurodiversitymatters #everyonematters

🌈 Embracing Neurodiversity in the Workplace: Strength in Differences! 🚀 "As long as you've got passion, faith, and are willing to work hard, you can do anything and have anything you want in this world." - Unknown 📚 In the diverse tapestry of the workplace, neurodiversity adds unique threads that enrich the entire fabric. Being neurodivergent comes with its own set of strengths that can make us exceptionally effective contributors. 📘 Book Recommendation: "Neurotribes" by Steve Silberman This read challenges conventional notions about neurodiversity, emphasizing that our differences are not deficits but valuable variations of the human experience. Just as every neurotypical individual has strengths and challenges, the same holds true for the neurodivergent community. Here are a few strengths often associated with neurodivergent individuals in the workplace: 1. Creativity and Innovation: Different perspectives lead to unique solutions. 2. Hyperfocus: The ability to intensely focus on tasks of interest can lead to exceptional productivity. 3. Attention to Detail: Often associated with OCD, this trait can enhance the quality of work. 4. Pattern Recognition: Many neurodivergent individuals, especially those with conditions like ADHD and autism, excel in recognizing patterns and making connections that might elude others. 5. Dedication and Perseverance: Neurodivergent individuals often demonstrate high levels of dedication and perseverance. 6. Honesty and Integrity: Individuals with neurodivergent conditions, such as OCD, often have a strong sense of honesty and integrity, which can contribute to a positive and trustworthy work environment. 7. Deep Expertise in Specific Areas: Many neurodivergent individuals have areas of intense interest where they develop deep expertise. Let's celebrate our neurodiversity and recognize that a diverse workforce is a powerhouse of innovation and productivity. 🌟 Share your experiences and insights! How has being neurodivergent made you an effective professional? #neurodiversity #inclusion #diversityandinclusion #workplaceinnovation #embracedifferences #professionalgrowth

Thought for the day: a holistic approach to #neurodiversityinclusion ! A March 2023 piece of research focused on organisations in the US and UK found that 51% of neurodivergent employees are thinking about quitting or have left their job because they do not feel their employer is doing enough to support their needs. This number is even higher, 55%, for workers in the critical 25-34 age bracket: https://lnkd.in/ewD44YSy ⚠ While making your hiring process more inclusive is of course very important, if you're only focused on that part of the process you risk recruiting more neurodivergent talent only to let them down once they begin work. ⚠ We know that disclosure remains limited, for a number of reasons - common estimates are that only 4% of people with 'hidden disabilities' choose this path currently. If your approach is only to provide accommodations to those who specifically request them, this is likely omitting a significant proportion of your affected workplace. And that's not even considering the people who may not (yet) know they are neurodivergent. ⚠ Nor is this a tiny minority. The baseline estimate of prevalence for at least one neurodivergent condition in the UK is between 15-20% of the population. In legal services, we believe it may well be a higher proportion than that. ⚠ Intersectional benefits. Many of the inclusive practices that work for neurodivergent talent also benefit other historically marginalised groups. In a competitive and nuanced market for talent, neurodivergent talent retention *is* talent retention! What does a neuro-inclusive working environment that truly supports the retention and advancement of neurodivergent talent look like? In brief: 1️⃣ Place: neuro-inclusive office layout, equipment and provision of assistive technology 2️⃣ Processes: a well-communicated and comprehensive adjustments programme; a commitment to flexible working; and closely examining performance management and career progression frameworks to ensure these are fully neuro-inclusive 3️⃣ People: training and awareness on neurodiversity, especially for managers, and accompanying tools to encourage neuro-inclusive team and communication dynamics; neurodiversity considerations embedded in coaching, mentoring and well-being provision We hope to be releasing a publication soon with more concrete ideas on improving #retention and #careerprogression for #neurodivergent #talentdevelopment in #legalservices. If you want to be part of the developing conversation about how we can all make this better across our industry, join us!