Making Neurodiversity your COMPANY'S competitive advantage.
Thinking differently.
Inclusive culture (that celebrates differences)
Communicating differently through
Knowledge sharing.
Backed and Supported by:
Do you find hiring and managing a Neurodiverse workforce a bit confusing?
For Neurodiverse managers and leaders
- How many people do I have in my company that are neurodiverse?
- How can I encourage open communication, so my team feel comfortable sharing their needs and challenges?
- How can I work with my neurodiverse team better?
- What accommodations should I make available?
- What are the benefits of understanding my neurodiverse team better?
For Neurodiverse folks
- I’m neurodiverse myself, how do I best work with others? (while still maintaining that I have a different way of working)
- What accommodations do I need and how do I access these?
- Should I disclose my neurodiverse condition and how should I do this?
- What impact will this have on my job and career if I disclose?
- How can adjustments improve my working life?
Mark struggled for years with undiagnosed ADHD and so understands first hand what a struggle it can be for others both diagnosed and undiagnosed.
“Working with Mark has been a real eye opener in understanding how I can work better with my clients. I also now understand some of my neurodiverse quirks and strengths too.”
Aerospace Consultant, UK.
