Neurodiversity_ Empowering Studying and Employment Season Finale!

We promised a bonus episode and right here it’s!


Gavin O’Meara of FE Information and Dr Louise Karwowski of Cognassist are again in your screens, and so they’re not alone…

Right this moment (twenty seventh July), we had our Stay Q&A session to spherical up our newest season of Reels with Cognassist.

FE Information CEO, Gavin O’Meara, and Cognassist’s Louise Karwowski have been joined this week by Dan Harris, CEO of Neurodiversity in Enterprise, and Lee Harrison, Apprenticeship Growth Supervisor on the RSPCA.

Dan is contemporary off his win on the 2023 Nationwide Studying Disabilities and Autism Awards for the Particular person Making a Distinction Award. His impactful work for NiB has helped elevate the dialog round neurodiversity at work and create a neighborhood for organisations, business our bodies and people to share finest observe and obtain knowledgeable recommendation and help.


Lee Manages Early Careers and Apprenticeships on the RSPCA. He has spoken in regards to the significance of inclusivity within the office and lives this mission day by day. He’s eager to help the event and attraction of a extra various workforce by way of early careers and apprenticeship recruitment.

All 4 speaker will probably be discussing key areas of neuro-inclusion and answering your questions on subjects all through the collection:

Constructing visibility Learner neuro-inclusion Neurodiversity within the office Supporting neurodiverse staff and the advantages Neuro-inclusion and the legislation Evidencing help Neurodiversity, cognition and pondering totally different Inclusive studying methods Affordable changes Self-reflection and consciousness

You probably have questions on any of the above or need to get ideas from the consultants on find out how to be extra neuro-inclusive, now’s your likelihood!

Be part of the dialog on our YouTube Channel and get notified when the Q&A goes stay right here:

Inside this episode, we had the chance to reply a few of your epic questions! You may watch the episode beneath:

Or hearken to it on the go right here:

It’s also possible to rewatch the earlier Reels within the collection.

Prime Suggestions for You!

We obtained our wonderful friends to present a few of their high ideas… Verify them out beneath!

To kick it off, our co-host for the season, Louise Karwowski mentioned:

Be taught! Develop a complete understanding of neurodiversity by listening to podcasts of lived expertise, studying articles or watching our Reel collection and becoming a member of the dialog😉

Create versatile and accessible areas: Foster an inclusive atmosphere by making bodily and digital areas extra accessible and versatile. Present choices for various methods of communication, equivalent to providing written directions together with verbal explanations.

Encourage open communication: Set up a tradition of open communication and empathy. Encourage workforce members, college students, or contributors to share their particular person wants and preferences.

Assist networks: Take into account creating taskforces in your organisation the place folks can join, share experiences and help one another.

Coverage: Implement insurance policies that explicitly prohibit discrimination based mostly on neurological variations and create avenues for reporting any points which will come up.

Lee Harrison then gave us his high 5 ideas:

Undertake inclusive hiring practices – This may very well be the way in which you promote your roles, the appliance course of and tailoring interviews to people wants.

Take into consideration every particular person’s strengths – Don’t assume that you understand what they are going to be good at, every particular person might have a specific power, they might have many distinctive insights and abilities to supply.

Make cheap changes – Don’t assume that you understand what an individual will want, for instance a colored overlay for somebody with dyslexia may not be what helps them. Ask the people what changes will help them daily and when finishing up sure duties. And keep in mind that this could change over time, do common checks to see if changes should be modified additional time.

Belief and Consciousness – Construct up belief and consciousness each internally and externally, you’ll want to foster an atmosphere to allow and permit folks to reveal info, to really feel comfy and supported within the office. Share the work that you just do to help neurodiversity, have neurodiversity champions, embrace neurodiverse staff within the determination making across the work that your organization does to help others.

Keep in mind that everybody is exclusive – not all autistic folks would be the similar, neither will each one that has dyslexia or ADHD. The traits of every are many and differ from one particular person to the subsequent. It’s important that you just tailor your method and changes to every particular person. Ask them what you are able to do to assist them do their finest work, bear in mind to give attention to their distinctive abilities and skills and adapt what you do based mostly on what they discover useful.

You probably have any extra questions concerning neurodiversity, please be happy to touch upon this text.

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