Neurodiversity is a hot topic right now. It is estimated that around 1 in 7 people – more than 15% of people in the UK – are neurodivergent, which means that the brain functions, learns and processes information differently. Neurodivergent experiences can range from autism to attention deficit hyperactivity disorder (ADHD), to dyslexia and dyspraxia.
Each of these can affect how individuals think or respond to their environment. As a result, neurodivergent people are increasingly recognised by organisations as bringing unique perspectives, ideas and talents to the workplace – so much so, that ‘Dyslexic Thinking’ is now a recognised LinkedIn skill, after years of being championed by Richard Branson.
But how do you make sure your organisation is able to recruit neurodiverse people and enable them to thrive in your working culture, especially when it comes to your digital communications, tools and meeting practices?
