pladis UK&I: The Neurodiversity Network

Grace and Annabelle started building a stronger knowledge base by identifying what other people and businesses are doing. They attended several talks and webinars and spoke to industry leaders to complete an extensive benchmarking exercise. They discovered that competitors and customers have been making progress introducing accommodation policies, adapted environments, public disability reporting which highlighted how they were falling behind. 

They took pladis’ Chief People Officer and some key HR stakeholders through their plans and the feedback was great. Once plans were finalised, they took the Managing Director through the plans to gain UK Leadership Team buy in and to secure a UKLT sponsor. In the past year Grace and Annabelle established the Neurodiversity Network.

Benchmarked against and networked with industry leaders, they secured leadership buy in, hosted a global talk at pladis HQ, launched accessible recruitment changes, created a neuro-inclusive checklist for new starters and current colleagues and tried and tested a new inclusive conference framework that includes: building trust, inclusion and delivering high performance.

Neurodiversity impacts a significant number of people – either themselves directly, or their family or friends may be affected by it. Lack of understanding and stigma from others creates a barrier in the lives of neurodivergent people, often resulting in them not being able to bring their true selves to work.

Typically, conversations on neurodiversity are only discussed in private due to the fear of negative impacts. However, pladis UK&I are doing things differently by breaking the stigma that Neurodiversity is something to be ashamed of by making it visible to everyone and putting it on the D&I agenda;

• The recruitment accommodations policy is visible to all candidates, not just candidates who identify as disabled.
• Broken the stigma of using fidget aids in a public place and put them on all tables at the Supply Chain conference, providing an accessible way to help individuals self-regulate or concentrate. Over 70% of colleagues used the aids during the conference with strong feedback on how it helped them focus during a long and seated event.
• Run a ‘safe space’ session with 15 colleagues, sharing personal disability journeys, building trust and creating community.
• The Managing Director is driving the focus of Neurodiversity on the agenda with their UK Leadership team, ensuring they are keeping neurodivergent colleagues at the heart. They have a dedicated UKLT sponsor of the Neurodiversity Network who will support and guide the team as required.

Although awareness around neurodiversity is building, stigmas and misconceptions are still common. Neurodivergent teams are 30% more productive, over index in resilience and problem-solving, are six times more creative, and bring a high retention rate to businesses. The programme of adjustments allows all employees to feel included, able to thrive and positively impact productivity.

Award sponsored by Browne Jacobson