If thinking about making your workplace more inclusive and accessible feels like you're standing at the foot of a mountain in a pair of flip flops, then you're not alone.​

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What is a reasonable adjustment?

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What can be said or can't be said?​

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How do we make our meetings more inclusive?

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The common misconception is that big changes are needed to make workplaces more inclusive, but this is mostly not the case. ​​​

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Companies who shy away or have shied away from small changes to make their hiring processes or workplaces more inclusive have missed out on some extraordinary talent. 

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Neurodivergent employees have been found to be 30% more productive and six times more likely to be innovative than their neurotypical counterparts which is why the likes of EY, JPMorgan Chase and Google are setting up programmes specifically to hire Neurodivergent employees.

 

JPMorgan Chase reported that some employees hired through its neurodiversity programs were 90% to 140% more productive than others. 

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If this sounds like an are you or your company could benefit from exploring with some help from someone who has 12 years of experience in HR, Talent and Management, then you can contact me at abijamescoach@gmail.com or via Linkedin. ​

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Here are the area's I can help advise you on: 

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- Manager training

- DEI policy writing

- Review of how inclusive hiring & onboarding processes are

- Reasonable adjustment advice

- Physical / remote workplace accommodations

- Discrimination prevention in HR / People practises or EE cases

- Disclosure & diagnosis 

- Inclusive meetings, communication and in-person activities 

- Inclusive feedback and performance reviews 

- How to engage Neurodivergent team members 

- How to set up Neurodivergent team members for success

- How to harness the skills of neurdivergent team members to enable them to reach their full potential

- And much more...

 

I am very happy to set up a free, no strings attached chats to discuss your needs / areas of focus. 

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