Genius Within Consulting Services
Unlocking the benefits of systemic inclusions
Increasingly, organisations are recognising the value that neurominorities can bring to their operations. However, most of these organisations currently address support at an individual level, looking at ways in which an employee can be offered flexibility around existing systems.
We consult to leading organisations of all sizes in the United Kingdom and beyond, across a wide range of project types, durations and budgets. Talk to us about your own unique requirements. And read more below about some of key approaches and programs:
– Next Level Neurodiversity
– Advisory Services for HR, L&D, and DEI teams
– Neuroinclusive Recruitment
The Next Level Neurodiversity programme
Our part of our Consulting Services practice, we have developed the Next Level Neurodiversity programme. This programme is designed to assess your organisation’s processes and identify where they can be flexed to provide the best working environment for all employees. The Next Level process supports the implementation of a more neurominority friendly ecosystem.
Throughout the programme, our occupational psychologists will work with you to:
- Raise awareness of neurodiversity, the strength and challenges across all employees, leadership, and HR teams.
- Carry out an audit of your existing policies and processes to assess their accessibility. Using our Genius Screener tool, we will also identify common challenges and reasonable adjustments for staff across the whole organisation.
- Identify and support the implementation of changes that can be made to help all employees work at their best.
Addressing challenges at a systemic level, rather than on a case-by-case basis, is not only more cost effective, but it can also lead to improved staff engagement and stronger performance measures.
Advisory Services: helping your organisation to become truly inclusive
For Human Resources (HR), Learning and Development (L&D), Diversity, Equity & Inclusion (DEI) teams and others with a role to play in an organisation to grow employee performance, retention and wellbeing.
Genius Within are experts in helping organisations to benefit from the specialist skills of neurodivergent thinkers. Not least because as a team we are 68% neurodivergent and/or disabled ourselves.
Our team of highly skilled Occupational Psychologists can assist you in exploring the application of your Human Resource (HR) and Learning and Development (L&D) programs across the business in relation to Diversity & Inclusion.
We will review the accessibility of your processes and systems for:
– Recruitment
– Onboarding
– Training
– Appraisals
– Performance Management
– Promotion
– Staff Retention
Following the review, we make recommendations for change, based on the principles of Universal Design, to remove any unconscious neurominority and disability bias.
As a Disability Confident Leader, Genius Within can also assist you in working towards your Disability Confident Employer status. This can enable you to draw from the widest possible pool of talent, improve staff engagement and retention, and lead the way for disability inclusion in the community.
Neuroinclusive Recruitment
Creating accessible recruitment and selection processes
For neurominorities, there are many obstacles in typical recruitment processes that put them at a disadvantage compared to their neurotypical peers. Completing application forms, participating in assessment exercises, and performing in interviews can be a challenge. Even something many consider to be simple, such as travelling to the interview, can be a nightmare. However, this does not mean that they are the wrong candidates for the role.
The neurodiverse/neurodivergent community possess a lot of skills that are needed in the workforce, so why do they face so many obstacles in the recruitment process? As a Disability Confident Leader and a firm advocate for neurodiversity inclusion, Genius Within have come up with a few helpful tips to make recruitment inclusive for neurodiversity.
The term neurominority covers individuals with a range of conditions. This can make it confusing for recruiters to know the best way to make recruitment inclusive.
Being accessible doesn’t mean avoiding any recruitment methods, it just means making sure that the approach matches the skills required for the actual job. For example, if you need an analyst whose job is to crunch numbers, you do not need an assessment centre but you might chose a numerical cognitive test. If you have a job that relies on visual skills, don’t use a talking-only recruitment technique!
By adapting your processes and removing unintentional barriers, you can attract candidates with the right skills for your roles, not just the ones that fit into your recruitment process.
It is also important to remember that you are required to make the same reasonable adjustments in recruitment as would be available in the eventual job. This can be difficult as conditions overlap and sometimes people are misdiagnosed. So, the best approach is often to just ask “how can we support you to work at your best?”
An important note on further value neurodivergent individuals add to an organisation
Though recruitment might not be the best place to ‘shine’ and a new job transition can be harder for neurominorities, all people with disabilities tend to make incredibly specialist, loyal and reliable employees once they are settled.
Research globally and in the UK has repeatedly indicated that employees with differences have lower turnover and lower absenteeism, as well as higher company loyalty when adjustments and accommodations are in place. You can get adjustments in situ from day one, we do not recommend waiting until there is a problem!
Get in touch
Find out more about our Consulting Services, the Next Level Neurodiversity programme and how systemic inclusion can benefit your organisation, please get in touch