Tips and Tools for Organisations

Most organisations are working hard on inclusion. Very few have a clear benchmark for what "good" actually looks like, so it is almost impossible to know what is working, where the gaps are, and what to tackle next. That is why we built the Universal Design Maturity Assessment: a free tool that shows your team, department or organisation how your current practices measure up, and where to focus first. It takes under 15 minutes. Measure your workplace neuroinclusion today!

This case study showcases the benefit of using the Optimum Job Design tool to support neurodivergent employees to thrive at work.

Many organisations make meaningful commitments to diversity, equity and inclusion, expanding their focus to include neuroinclusion. We regularly see organisations investing in neurodiversity awareness training and employee coaching, but quite often, the activity stops there. In our blog, we discuss the most common neuroinclusion gaps we see, and what they mean for leaders seeking to move from awareness to impact.

Neuroinclusive leadership is about building confidence in a few key and common workplace areas and having practical approaches to help you respond with clarity and confidence. In this guide, we explore five critical areas every manager should understand: -Responding appropriately to disclosure Communicating clearly and effectively -Managing performance fairly and consistently -Understanding workplace adjustments -Supporting wellbeing and psychological safety.

You're losing good ideas in every meeting, and you probably don’t know which ones. That’s why we’ve developed the CLEAR Model for leaders to ensure they are including all voices and ideas. Research consistently shows that diverse thinking leads to better decisions, but only when those diverse thinkers actually get to speak. In most workplace meetings, they don't. Not because they have nothing to say. Because the conditions aren't set up for them to say it.