Nuerodiversity

Question 1

Definition of nuerodiversity:

Answer 1

The natural range of differences in human brain function, e.g. dyslexia

Question 2

Equality Act 2010:

Answer 2

Harmonised legislation surrounding the duty for organisations to make ‘reasonable adjustments’ to facilitate disabled employee’s

Question 3

Strengths of nuerodiverse individuals:

Answer 3

Data-driven thinking, ability to spot trends, differing skills

Question 4

What can be done during induction and on-boarding:

Answer 4

train someone for interviews, 1-2-1 sessions, comfort breaks, questions clear/comprehensive, avaliable in advance in different formats, slower /less noisy environment, extra time in assessments, change/clear on job description (inclusive language)

Question 5

What can be done for employees:

Answer 5

Flexing working hours/job content, do not overload, private office, those with acute sensory sensitivity: allow headphones, quiet office, no bright lights, slower in discussions, monitoring progression

Question 6

10% of the population..

Answer 6

is neurodivergent

Question 7

15% of the population..

Answer 7

has an impairment

Question 8

Ways to facilitate nuerodiversity:

Answer 8

Induction, employer brand, Culture, Policies, Statement, Inclusive/liberal/radical approach, reasonable adjustments

Question 9

Facilitate nuerodiversity through employer brand:

Answer 9

Statement, CIPD podcast- put people on the website, no indirect discrimination on job description

Question 10

Facilitate nuerodiversity through culture:

Answer 10

Policies/ consequences in place, monitoring of people, 0 tolerance approach to bullying, inclusive opportunities/ promotion, have all employees and managers be on-board, create ‘harmonious working environment’ for all to feel welcome, understanding

Question 11

Starbucks example:

Answer 11

Meseret Kumulchew won a case against the brand on the charges of discrimination due to her dyslexia in London. She had trouble reading, writing and telling the time and was accused of falsifying documents where there ws genuine mistakes. She was left feeling suicidal - need understanding, damage of brand.

Question 12

Nick Wilson, managing director of HPE South Pacific ( also microsoft) :

Answer 12

said that thier nuerodviersity program has brought benefits like no other policies to the company - e.g. through new ideas.

Question 13

Companies can’t use a..

Answer 13

‘one size fits all’ approach as different people have different needs - people are naturally diverse.

Question 14

By not being nuerodiverse diverse, companies risk:

Answer 14

missing out on talent, bad reputation, lower motivation/engagement, legal prosecution

Question 15

The world is becoming more diverse due to..

Answer 15

Globalisation/ longer life expectancy/ migration, and companies miss out by not embracing this.

Question 16

HRM is now more unitary..

Answer 16

who does it actually benefit?