Neurodiversity Resources in collaboration with Indeed

Self-disclosure in the Workplace Report

The purpose of this research was to explore how employees could be encouraged to self-disclose information related to disabilities at work, and to understand what organisations can do to foster an environment that supports self-disclosure. The findings are based on semi-structured interviews conducted with representatives from six organisations across a variety of sectors collectively employing over 45,000 employees. A free, simple toolkit provides resources to support HR in the implementation of better practices of self-disclosure in the workplace.

What is self-disclosure and why is it important? 

Research shows that people perform better when they can be themselves at work. Individuals with hidden disabilities often fear that revealing a disability at work – whether mental, emotional or physical – may result in them being judged, discriminated against or treated differently by management and their peers. Therefore it is important that organisations create inclusive working environments where people feel comfortable to disclose.  It ensures employers are better placed to respond effectively which leads to more positive outcomes for all involved.

In collaboration with

Hiring Managers’ Toolkit for Neurodiversity

This free toolkit has been developed – based on latest academic research – to help organisations become more inclusive in their hiring practices for neurodiverse candidates. A best practice approach is that this type of diversity should be as recognised and respected as other differences in the workplace – such as gender, race or sexual orientation. This toolkit is intended to provide the starting point for greater awareness and action around neuro-inclusive hiring practices by ensuring this process is not a barrier to success. 

What is neurodiversity and why should organisations accommodate for it? 

Neurodiversity refers to the wide range of differences in individuals’ brain function and behavioural traits. It includes autism, ADHD, Asperger’s syndrome, dyslexia and dyspraxia. Employers are increasingly recognising neurodiversity as an asset and not a deficiency. Some neurological conditions can enhance the employee’s performance in certain areas: for example, many people with dyslexia have been found to possess enhanced global visual-spatial abilities, which may be advantageous in jobs requiring three-dimensional thinking such as molecular biology, engineering, and computer graphics. Research shows that organisations who make accommodations for neurodiversity reap the rewards of higher productivity, more creativity and better retention rates. 

In collaboration with