Description

Neurodiversity in the Workplace

A unique &'flexinar' programme

The term &'Neurodiversity' was coined by Judy Singer in the 1990s. It recognises and celebrates the fact that we are all &'wired' differently, and will therefore bring different ways of thinking, feeling and doing to what we do. Finally, organisations are beginning to realise that their practices need to be designed in a way that recognises, values and embraces this diversity, and the individuals concerned.

This virtual classroom session, designed and delivered by Elisabeth Goodman, offers an opportunity to develop your understanding of Neurodiversity, and of the steps you can take to create an end-to-end employee experience where individuals and your organisation can thrive.

The session relies on participants using the activities presented and group chat to apply ideas and learning to their personal experiences.

Learning objectives

Identify how your personal experience of Neurodiversity is relevant to your perspective on, and learning from, the programme

Understand the nature of Neurodiversity and how its interpretation is influenced by the lens through which it is seen

Learn about legal and associated requirements and resources

Understand how your current organisational practices may be enabling or limiting the value to be gained from Neurodiversity

Determine your role in relation to Neurodiversity in the workplace

Formulate an action plan to take back to work

Introduction

Identify how your personal experience of Neurodiversity is relevant to your perspective on and learning from the programme

Learning objectives

&'How to' topics

Understand the nature of Neurodiversity and how its interpretation is influenced by the lens through which it is seen

Take a deep dive into Autism, ADHD, Dyslexia and other neuro-minorities [selection to be agreed in advance]

Learn about legal and associated requirements

Tools and models

Neurodiversity and the employee lifecycle

Organisational audit - how are your current organisational practices enabling or limiting the value to be gained from Neurodiversity?

Possible roles to effect change - self-advocate, Neurodiversity champion or lead, manager or HR practitioner

Best practice techniques, tips and new ideas

How to self-advocate, champion, lead, or be a manager / HR practitioner that embraces Neurodiversity [selection to be agreed in advance]

Action planning

Decide what role you would like to play in relation to Neurodiversity in the workplace

Formulate an action plan to take back to work

Organisations and resources for finding out more

Course Images

Neurodiversity in the Workplace

By Maximum Performance

Booking options

Highlights

Description

About The Provider

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