Our Events

Neurodiversity Works – Manchester

Date:
27/09/2018

Time:
1:00pm - 5:00pm

Location:

Friends Meeting House Manchester
6 Mount Street
Manchester
M2 5NS

Description:

Neurodiversity Works – Manchester

Are you responsible for recruiting or managing staff? Would you like a better understanding of Neurodiversity (hidden disabilities including autism/Asperger’s, ADHD, dyslexia and dyspraxia) so you can get the best out of your candidates and employees?

We are running a new half-day training course exploring Neurodiversity in the workplace. This new exciting course is very interactive and we use VR headsets to explore neurodiverse sensory experiences. The course will also including practical management strategies and how inclusive practice can add value to your organisation.

Following this course you will:

* Understand Neurodiversity in a workplace context

* Recognise how the strengths of Neurodiverse employees can benefit your business

* Learn how to adapt your recruitment process to capitalise on Neurodiverse talent

* Identify practical management strategies so that Neurodiverse staff can succeed in their roles

* Understand the Equality Act and how to implement reasonable adjustments and inclusive practice

This course is aimed at HR professionals, recruitment teams, learning and development teams, managers and all staff working with a colleague with a neurodiverse condition.

Benefits to your organisation

* Ensure compliance with the Equality Act when recruiting and managing staff

* Ideas on how neurodiverse talent could resolve problem recruitment areas

* Ensure neurodiverse employees are reaching their full potential

* Different perspective on recruitment and management to increase efficiency and improve working practice for all staff

At Adjust, we specialise in Neurodiversity training for employers, and have worked with companies including TK Maxx, HS2, EY, Unison, Pinsent Masons and the creators of ‘the Undateables’.

Neurodiversity Works – London

Date:
02/10/2018

Time:
1:30pm - 5:00pm

Location:

Friends meeting house
173-177 Euston Road
NW1 2BJ

Description:

Neurodiversity Works – London

Are you responsible for recruiting or managing staff? Would you like a better understanding of Neurodiversity (hidden disabilities including autism/Asperger’s, ADHD, dyslexia and dyspraxia) so you can get the best out of your candidates and employees?

We are running a new half-day training course exploring Neurodiversity in the workplace. This new exciting course is very interactive and we use VR headsets to explore neurodiverse sensory experiences. The course will also including practical management strategies and how inclusive practice can add value to your organisation.

Following this course you will:

* Understand Neurodiversity in a workplace context

* Recognise how the strengths of Neurodiverse employees can benefit your business

* Learn how to adapt your recruitment process to capitalise on Neurodiverse talent

* Identify practical management strategies so that Neurodiverse staff can succeed in their roles

* Understand the Equality Act and how to implement reasonable adjustments and inclusive practice

This course is aimed at HR professionals, recruitment teams, learning and development teams, managers and all staff working with a colleague with a neurodiverse condition.

Benefits to your organisation

* Ensure compliance with the Equality Act when recruiting and managing staff

* Ideas on how neurodiverse talent could resolve problem recruitment areas

* Ensure neurodiverse employees are reaching their full potential

* Different perspective on recruitment and management to increase efficiency and improve working practice for all staff

At Adjust, we specialise in Neurodiversity training for employers, and have worked with companies including TK Maxx, HS2, EY, Unison, Pinsent Masons and the creators of ‘the Undateables’.

What is a Reasonable Adjustment?

If you or one of your employees has been identified as having dyslexia, dyspraxia, ADHD or autism, you may have heard about workplace assessments. A workplace assessment, sometimes called an employment or employee assessment, is a session where an employee, employer and an assessor will meet together in person and an assessor will ask questions about the employee’s role, in order to find ways to best support the employee at work. A written report is then given to the employer, with details of relevant adjustments that can be made. A workplace assessment is not a ‘test’ of the employee or employer but designed to create a more positive working environment for the employee, their manager and their colleagues. What are the benefits of a workplace assessment? Making your organisation inclusive starts with understanding the individual’s strengths, skills and challenges. If you’re an employee, a workplace assessment offers you support that’s specific to you and your job. If you’re an employer, the assessment should mean a healthier, more productive employee, and means you’ll meet your requirements under the Equality Act. Businesses and organisations can pay for an assessment, either independently or through the government’s Access to Work scheme. Is a workplace assessment the same as a diagnosis? A workplace assessment usually takes place after a person has been identified as having a neurodiverse condition. Sometimes, depending on what age a person received their diagnosis, advice about Reasonable Adjustments at work will have been included in their diagnostic report. However, many people who are neurodiverse are diagnosed as children or students, so a workplace assessment will give employees and employers the best understanding of what adjustments may be needed  in their role. What should I provide for a workplace assessment? Employers should provide a copy of the employee’s job description, and any other helpful information. For employees, a copy of your diagnostic report, if you have one, may be helpful. Questions for the employee and employers will be sent two weeks before the workplace assessment. What happens during a workplace assessment? A workplace assessment through Adjust lasts around four hours and takes place on site. It involves the employee, their line manager, any relevant colleagues, and, if desired, an Occupational Health worker or Union Representative. What sort of adjustments might be recommended from a workplace assessment? Most typical adjustments are cheap, simple and can benefit anyone at work. They can include:
  • Equipment or software such as ergonomic computers or furniture for dyspraxia, or, for dyslexia, software designed to help with reading and writing. For anyone who is neurodiverse, productivity software can help with memory and organisational skills.
  • Environmental adjustments For autism or ADHD, this might mean a move to a quieter or less cluttered work environment. For a person with dyspraxia, this might mean more desk space for a coordinated task, or being moved away from trip and spill hazards.
  • Adjustments to a person’s role Flexible or remote working, or job-sharing can help those who are neurodiverse manage their time better, manage work stress and delegate the more challenging aspects of their role.
  • Coaching/Mentoring See below
What happens after an assessment? The Adjust assessment report will be submitted five working days after an assessment visit. The organisation will also receive a follow up phone call to make sure everything in the report has been clearly understood. What’s the difference between a workplace assessment and coaching or mentoring in the workplace? A specialist neurodiversity coach or mentor may be recommended to an employee following a workplace assessment. A workplace assessment takes place once and introduces an employee to ways of working, software or equipment that will help them in their role. Coaching or mentoring usually takes place over a longer period and gives an employee more detailed strategies around particular aspects of their work which they may benefit from developing, such as self-confidence, interpersonal or organisational skills. Contact us today for a conversation to see if a workplace assessment is right for your neurodivergent employee and for more information including costs, booking and availability. Last year, we shared a post focusing on neurodiverse celebrities – we got such a great response we decided to do another post focusing on celebs! At Adjust, we know how valuable the differing skill sets that accompany neurodiversity can be, and that neurodivergent individuals can be highly beneficial to workplace teams. And, today, to mark autism awareness week we’re continuing our mission. With a focus specifically on autism and Asperger’s, allow us to celebrate four more hugely successful individuals…

Daryl Hannah

“I was about 11 when I understood that movies weren’t something that just happened in reality and someone caught it on camera,” says Hannah. “Once I realised that it was actually a job I could have, I actively pursued it.
Perhaps best known for her roles in Blade Runner, Kill Bill and Splash, Daryl Hannah was diagnosed with autism at a young age, when the condition was not as widely recognised as it is today. In fact the doctor that diagnosed Hannah said she should be institutionalised – a decision her mother thankfully overruled. Finding a creative outlet in acting, Hannah pursued the field until she found success, creating a public facade to help her through the more intimidating aspects of a life in the public eye. Hannah made her first movie in 1978, and is still acting today.

Susan Boyle

“Asperger’s doesn’t define me. It’s a condition that I have to live with and work through, but I feel more relaxed about myself. People will have a greater understanding of who I am and why I do the things I do”
We all remember Simon Cowell’s reaction when Susan Boyle walked on stage. The Scot entered Britain’s Got Talent, and was introduced to the show with a dialogue describing her life at home with her cat, and the admission that she’d never been kissed. They quickly went on to some humiliating shots of the audience rolling their eyes, before her voice changed their minds. The British papers continued to run stories about Boyle’s ‘strangeness,’ however, despite her talent. Although wrongly diagnosed with brain damage after complications at birth, Boyle discovered in 2012 that she in fact has Asperger’s. Following her time on Britain’s Got Talent, Boyle went on to become one of the UK’s bestselling female artists. Clearly, her diagnosis didn’t hold her back.

Dan Aykroyd

‘I have Asperger’s – one of my symptoms included being obsessed with ghosts’
Actor, writer, and celebrated ghostbuster, Dan Aykroyd has been – through his roles – many things to many people. What you may not know, though, is that Aykroyd has Asperger’s. Diagnosed as an adult, Aykroyd visited his doctor on the insistence of his wife, who had taken note of some of her husband’s quirks. Far from hindering Aykroyd’s career, however, his Asperger’s was a credit to his creativity. It was due to the condition that he developed an obsession with ghosts, for example, leading to one of his greatest commercial successes… Who you gonna call?

Chris Packham

“If there were a cure for Asperger’s, I don’t know if I’d want it. Humanity has prospered because of people with autistic traits. Without them, we wouldn’t have put man on the Moon or be running software programs. If we wiped out all the autistic people on the planet, I don’t know how much longer the human race would last”
Chris Packham is an example of another person that didn’t learn of their diagnosis until later in life. Discovering he had Asperger’s in his forties, Packham had already enjoyed success as a broadcaster. Packham attributes his encyclopaedic knowledge of nature and wildlife to his being autistic. Upon learning he had Asperger’s, Packham embarked on the creation of BBC documentary ‘Chris Packham: Asperger’s And Me’ – an in-depth view of what it’s like to be autistic – and something we highly recommend watching. To educate your team on the benefits of having an autistic colleague consider booking a place on our brand new course “Neurodiversity Works”. We look forward to speaking with you soon.   You may have heard that employers must make “reasonable adjustments” for a disabled employee. This starts at the recruitment stage and continues throughout an employee’s working life. Employees with a neurodiversity including autism, dyslexia, dyspraxia, and ADHD are considered disabled under the Equality Act. Well what is a Reasonable Adjustment? ‘A reasonable adjustment is an adjustment that’s… reasonable’ comes the cry from the rafters, each time this question is asked. A chorus of confused figures will then lead the debate, as everyone expands in a different way… ‘Is it an ergonomic chair? An option for larger text on printed materials? A reduction in work hours?’ There is no definitive answer to the question ‘what is a reasonable adjustment?’ because each employee has different needs, in the context of each different role.  This means what is reasonable is different for each person, and could change when the person moves into a new role. This all sounds very complicated. How do we find out which adjustments we should make for a specific individual in their particular role? A very good place to start is by communicating with your neurodiverse employee to find out what they really need, rather than guessing on their behalf. You would be surprised at the number of employers that haven’t talked to their disabled member of staff!  And always remember that the smallest detail to you can make the world of difference to someone else. Consider booking a place on our “Neurodiversity Works” Course to help your organisation understand what difficulties your neurodiverse employee’s may be facing, what their strengths are and what adjustments could be useful. You could also consider a workplace assessment. This involves a consultant evaluating the employee’s strengths and difficulties in the context of their role. You receive a comprehensive report outlining relevant reasonable adjustments to enable your neurodiverse employee to reach their full potential. Finally be creative and open minded – the best adjustments are often logical and straightforward, but require some ‘out of the box’ thinking, as they are a bit different from how your organisation has always done things.
“Finally be creative and open minded – the best adjustments are often logical and straightforward”
Will these adjustments be expensive? How will other staff react? Reasonable adjustments for employees with Neurodiversity are not costly and are often free! The cost will certainly not be prohibitive. Reasonable adjustments are often a simple change in working life that have little impact on other employees, but greatly improve your neurodiverse employee’s productivity and performance.  It could be as simple as changing break times or adapting the format of a meeting. Many employees with a neurodiversity have recently started asking why their request to ensure that they can carry out their work duties could effectively be considered unreasonable? Perhaps we should start using the term “adjustment” rather than “reasonable adjustment”
“Perhaps we should start using the term “adjustment” rather than “reasonable adjustment”.
OK I think I have a better idea of where we can start with these adjustments… If you’re still uncertain, consider this – we once worked with an autistic employee at an organisation with very bright lighting. Due to sensory sensitivities, the bright lighting was causing discomfort and meant the employee couldn’t work to their usual high standard. An adjustment needed to be made. Do you think we a) switched the lights off, so no-one in the office could see what was going on, or b) removed the bulb above the affected employee’s desk, helping him at no detriment to anyone else? If you think the answer is a), you need to do a little more research, if you chose b) however, you’re a step closer to understanding how practical, small changes can improve an employee’s workplace environment and increase productivity.
“small changes can improve an employee’s workplace environment and increase productivity”.
To learn more about making adjustments in your workplace contact Adjust for more information and advice.  

Neurodiversity Works – Manchester

Date:
27/09/2018

Time:
1:00pm - 5:00pm

Location:

Friends Meeting House Manchester
6 Mount Street
Manchester
M2 5NS

Description:

Neurodiversity Works – Manchester

Are you responsible for recruiting or managing staff? Would you like a better understanding of Neurodiversity (hidden disabilities including autism/Asperger’s, ADHD, dyslexia and dyspraxia) so you can get the best out of your candidates and employees?

We are running a new half-day training course exploring Neurodiversity in the workplace. This new exciting course is very interactive and we use VR headsets to explore neurodiverse sensory experiences. The course will also including practical management strategies and how inclusive practice can add value to your organisation.

Following this course you will:

* Understand Neurodiversity in a workplace context

* Recognise how the strengths of Neurodiverse employees can benefit your business

* Learn how to adapt your recruitment process to capitalise on Neurodiverse talent

* Identify practical management strategies so that Neurodiverse staff can succeed in their roles

* Understand the Equality Act and how to implement reasonable adjustments and inclusive practice

This course is aimed at HR professionals, recruitment teams, learning and development teams, managers and all staff working with a colleague with a neurodiverse condition.

Benefits to your organisation

* Ensure compliance with the Equality Act when recruiting and managing staff

* Ideas on how neurodiverse talent could resolve problem recruitment areas

* Ensure neurodiverse employees are reaching their full potential

* Different perspective on recruitment and management to increase efficiency and improve working practice for all staff

At Adjust, we specialise in Neurodiversity training for employers, and have worked with companies including TK Maxx, HS2, EY, Unison, Pinsent Masons and the creators of ‘the Undateables’.

Neurodiversity Works – London

Date:
02/10/2018

Time:
1:30pm - 5:00pm

Location:

Friends meeting house
173-177 Euston Road
NW1 2BJ

Description:

Neurodiversity Works – London

Are you responsible for recruiting or managing staff? Would you like a better understanding of Neurodiversity (hidden disabilities including autism/Asperger’s, ADHD, dyslexia and dyspraxia) so you can get the best out of your candidates and employees?

We are running a new half-day training course exploring Neurodiversity in the workplace. This new exciting course is very interactive and we use VR headsets to explore neurodiverse sensory experiences. The course will also including practical management strategies and how inclusive practice can add value to your organisation.

Following this course you will:

* Understand Neurodiversity in a workplace context

* Recognise how the strengths of Neurodiverse employees can benefit your business

* Learn how to adapt your recruitment process to capitalise on Neurodiverse talent

* Identify practical management strategies so that Neurodiverse staff can succeed in their roles

* Understand the Equality Act and how to implement reasonable adjustments and inclusive practice

This course is aimed at HR professionals, recruitment teams, learning and development teams, managers and all staff working with a colleague with a neurodiverse condition.

Benefits to your organisation

* Ensure compliance with the Equality Act when recruiting and managing staff

* Ideas on how neurodiverse talent could resolve problem recruitment areas

* Ensure neurodiverse employees are reaching their full potential

* Different perspective on recruitment and management to increase efficiency and improve working practice for all staff

At Adjust, we specialise in Neurodiversity training for employers, and have worked with companies including TK Maxx, HS2, EY, Unison, Pinsent Masons and the creators of ‘the Undateables’.