Disability & neurodiversity

We acknowledge the diverse range of uniqueness that make up our community. Despite being distinct diversity characteristics, disabled and neurodivergent individuals share a significant commonality: high rates of involuntary unemployment.

As highly intersectional diversity characteristics, the pressure to mask one’s true self at work can also lead to further disadvantages, including mental health issues.

We firmly believe that inclusivity enriches us all and that every individual contributes uniquely to our industry. Navigating the world with a disability presents unique challenges but also profound strengths.

Attract

Sign up for the Government’s Disability Confident employer scheme and aim to become a Level 3 Disability Confident Leader and, as part of this, act as a champion within local and business communities.
Ensure hiring and interviewing practices are aligned to the principles of the UK Government’s Disability Confident employer scheme.
Support the #10000ableinterns initiative and pledge to offer paid internships to young disabled people.
Consider developing partnerships with organisations, such as Ambitious about Autism, to announce job opportunities for neurodivergent individuals.
Consider joining industry peers in networks aimed at understanding how to create opportunities for neurodiverse people, such as GAIN (Group for Autism, Insurance, Investment and Neurodiversity)
Review the inclusivity of communications (such as job adverts), removing phrases and imagery that are only relevant to some groups (such as assumptions that someone is able-bodied).

Grow

Ensure that employees are made fully aware of when and how they can request reasonable adjustments and ensure that, when these are requested, they are notified of the outcome within two weeks.
Promote the uptake of mental health awareness courses and train mental health first aiders.
Offer further support and signpost employees to existing information on flexible working arrangements.

Advance

Expand existing surveying of employees to a broader range of characteristics and ensure the results of these are published in an accessible format. Consider including neurodiversity as a separate characteristic.
Encourage all employees to participate in data collections, ensuring they are given adequate time to complete any surveys. Ensure employees understand what the data will be used for and allow them to not answer any questions with which they are uncomfortable. Target guidance and support on those with additional potential sensitivities that may impact their attitudes to providing information (such as ongoing mental health challenges).
Participate in initiatives designed to better understand the experiences of disabled employees and ensure that this acknowledges ‘hidden’ disabilities.