The term ‘neurodiversity audit’ can sound daunting, but it is a powerful means of discovering and generating evidence and data to shape your neurodiversity strategy under the larger theme of Diversity, Equity, and Inclusion.
What is a Neurodiversity audit?
A neurodiversity audit helps you understand the existing neurodivergence, and the demographics, and culture of your workforce to identify the specific factors that will help you create a diverse and inclusive organization.
They include tools and activities such as neurodiversity diagnostics, equity assessments, bespoke neurodiversity research, and workplace sensory accommodations.
Neurodiversity audits bring together data collection and analysis with staff consultation. They provide a holistic view of your organization in terms of diversity, equality, and inclusion, allowing the creation of honed diversity strategies that deliver targeted benefits to your organization and workforce.
What are the benefits of a neurodiversity audit?
There are three key ways neurodiversity audits benefit your business
They help you craft better strategies and business decisions, enhancing diversity and inclusion, and business performance.
When you are able and willing to hear more voices, your decision making will benefit. Homogenous groups are great at agreeing with each other, but may all agree on the same, incorrect decision because they have not considered different viewpoints. Diverse views lead to a broader range of ideas being heard and a better understanding of your customers or service users, both of which have a directly beneficial effect on the quality of your products and services.
They unleash and increase creativity within your workforce, spurring innovation.
By encouraging and supporting people with neurodivergences, who see the world differently and come up with diverse solutions to problems, you can unleash a tremendous wellspring of creativity within your business. As well as reducing the potential of groupthink that can often result in uninspired decision making, teams with neurodiverse members can bounce and merge ideas together, creating more innovative solutions to problems.
They help you create an inclusive and equal working environment, improving staff retention and helping attract the best staff, regardless of background.
By undertaking a neurodiversity audit, you send a powerful signal to current and potential staff about your workplace culture and HR priorities. This improves the retention of existing staff and attracts individuals that value working for a diverse organization, widening your talent pool.
How do you begin a neurodiversity audit?
Commissioning a diversity audit requires data collection, analytics, insight, and creativity
- Precise data is the foundation of an accurate and successful audit.
- Analytical skills ensure you can understand what your data is telling you.
- Insight helps you put yourself in the shoes of individuals in the minority who work at or are applying to your organization.
- Creativity – often in the form of storytelling – helps you show that your business is a place that welcomes difference and gives everyone an equal voice and opportunity to succeed.
- Creating an inclusive organization does not just happen on the back of good intent. It must be driven from the top and have firm foundations.
- This is what a neurodiversity audit provides: the building blocks that will enable you to shape your strategy, and recommendations on what you can do to become more diverse and inclusive.
Our Neurodiversity audits focus on four dimensions
The neurodiversity audit helps you generate, understand, and develop your diversity data. What happens in an audit depends on where you are as an organization. It can mean helping you design and capture your diversity data, or if you are already collecting it, exploring benchmarking and analysis.
A neurodiversity audit is a crucial opportunity to see if you have the right suite of policies. These should be used to direct and reflect diverse and inclusive company culture and drive inclusive leadership within all levels of management.
Neurodiversity audits identify ways in which your internal processes can be improved or altered. This helps guarantee diverse recruitment and selection that reaches out and attracts neurodiverse talent, allows it to progress through your organization, then be the best it can be with effective performance management.
A neurodiversity audit involves speaking to a range of staff to find out their views on the organization and their perceptions about neurodiversity. How do the existing policies and processes work for such an endeavor? Do they feel comfortable and confident, able to share their space, responsibilities, ideas, and opinions? The simple act of carrying out an audit and engaging with staff can be a beneficial first step in allowing diversity to flourish.
Once interview questions are agreed upon, we conduct confidential, one-to-one interviews, and focus groups with staff. These allow individuals to speak freely to an external person about their experiences, with conversations focusing on what can take your organization forward. We also look at the signals your organization is giving, such as who is represented in your annual reports, and within the working environment, such as neurodiverse friendly accommodations, and so forth.
At NEUROGIFTED, we give practical recommendations on the best neurodiversity practices and we make it as straightforward as possible to generate momentum, leveraging our creativity and experience to synthesize all information into a single, easy-to-understand report, and then working tirelessly to ensure it lands.
Contact our team to find out more about how we can support your organization.