Key Takeaways
Neuro-inclusion is a journey, not a box to be ticked
Build it into your company ethos, planning, and structures, and continuously monitor the effectiveness of your strategies.
Neurodiversity is essential to a successful and thriving Creative Industries
Utilise our unique skills and leverage diversity of thought.
Reframe the way in which you think about difference
Think of neuro-inclusion as an opportunity, not a challenge.
There is no one way to be inclusive
... just like there are no two same experiences of neurodivergence. Be person-focused, not label-led, and treat everyone as an individual.
Don’t be afraid
It’s better to ‘get it wrong’ and learn than it is to not try at all. Change doesn’t come if we’re scared to approach something - it comes as long as we are making an effort to learn, to check our biases, to correct our mistakes, and to listen to what individuals are asking for.
Do not be performative
Put meaning and action behind your words.
Utilise existing support
Understand the resources, support, and funding already available to help you pay for and implement reasonable adjustments - and signpost those available to your employees and freelancers, who may not be aware.
Be proactive rather than reactive in your support
Ask someone what they need, rather than making assumptions or waiting for them to do so. Have regular check ins to ensure support measures are still fit for purpose.
Focus on our strengths, but don’t ignore our struggles
We can only shine when we are supported in areas we find challenging.
Access comes in many different forms
Including: physical; communication; technologies; design; and working practices.
Be flexible: focus on outcomes, not processes
Just because something is the “way it’s always been done”, it doesn’t mean it’s the only way. Focus on what your people do, rather than how they do it.
Workplace adjustments benefit everyone
… regardless of neurotype.
Neuro-inclusion is just good business sense
More accessible recruitment and retention practices award you greater access to wider talent pools and audiences, as well as increased well-being and productivity.
Create neurodiversity policies
... and shout about them! Let the world know you are neuro-inclusive, and let your employees know how to access this support.
Lead by example
Leadership buy-in is essential to make it clear that your organisation values neurodiversity.
Engage in, and emphasise, the importance of neurodiversity training
… for the whole business, regardless of employment status or level of seniority. Psychological safety is tied to adequate awareness and understanding of difference.
Embed a systemic approach to inclusivity
Fragmented, add-on diversity interventions are neither sustainable nor effective - they simply do not work.
Patience and empathy is key
Remember - the business and well-being benefits to neuro-inclusion greatly outweigh the time and effort taken to adjust your work spaces and processes.
