The Institute of the Motor Industry (IMI) has launched a new toolkit to help educate and raise awareness about neurodiversity in the workplace.
Available as a free download, the toolkit includes key vocabulary, facts and figures, best practice strategies and tangible actions for businesses and individuals to encourage an inclusive and diverse workforce.
Launched as part of the IMI Diversity Task Force’s commitment to supporting more inclusive workplaces, it also gives examples of the many benefits neurodivergent thinkers can bring to the work environment when valued and supported.
Sally Hodder, head of equity, diversity, inclusion and belonging at the IMI, said: “We know 17% of people already working in automotive have a disability and we are striving to create a sector where people can be their authentic selves to thrive. Everyone is entitled to work in a safe and healthy environment, where they feel they belong because they are understood and valued for the qualities they bring. This toolkit aims to inform and support employers in being able to make meaningful and positive change in the workplace to account for everyone’s neurology being different and unique.”
More organisations are beginning to recognise that a neurodiverse workforce brings new perspectives and viewpoints, where people can use their different strengths and unique talents to optimal effect in the work environment. Such strengths and talents may include innovative problem-solving, multi-tasking, the ability to work under pressure, creativity and lateral thinking.
Karen Cole, director of road safety and rider training at the Motorcycle Industry Association (MCIA), believes that being able to name her Attention Deficit Hyperactivity Disorder (ADHD) and dyslexia has been helpful and allowed her to be more open and honest about the challenges and benefits she experiences.
“I’ve been at the MCIA for almost 23 years but was only diagnosed with ADHD a few years ago. People may believe that being given a label (i.e., a diagnosis), is a hinderance. But it’s not a hinderance; having a label can help you,” said Cole. “We need to be able to talk openly about our challenges and our support needs. Getting real change across society will take time, but it’s a start to just get people to be able to talk about their condition, which will get other people interested and lead to improved understanding.
“Before being diagnosed as an adult I thought it was just a quirk of my personality. I’ve always been impulsive and I’m an interrupter. For me, having ADHD means that I’m impulsive, I like to crack on and push forward with whatever task or activity needs to be done. And I’m good at adapting to take on tasks outside my skillset, which can be tremendously helpful. There is a balance to be found though. And everyone is different. Indeed, neurodiversity is a spectrum; no two neurodivergent thinkers will experience the same strengths or barriers.”
The IMI Neurodiversity Awareness in the Workplace Toolkit is intended to help create a nurturing professional environment, overcoming learning hurdles and maximising personal career development opportunities. The toolkit is available here.
