Neurodiversity Inclusion Policy
Neurodiversity Inclusion Policy
If you need this policy to be presented in a di erent format, such as read aloud to you or in di erent fonts, please reach out to the People & Culture team. Before we get to our policy, the company recognises that this document cannot possibly ensure the safety and support of all our neurodivergent employees in a one size its all policy. With this in mind, we understand that there is a need for this policy to be re-written, added to and adapted as we welcome diverse people into the lab, and create a suitable working environment for those who are currently with us. At this moment, we will re-visit the policy every 6 months. For the purpose of our policy we have considered the following forms of neurodiversity so far (this list is not exhaustive and will change);
Who is this policy for?
The company recognises that our neurodiversity inclusion policy should be a form of reference for our neurodiverse employees to come to when they need help, support or advice. However, we also recognise that there is an importance for managers and peers of our neurodiverse team members to use this policy as a resource to support, and we expect a level of pro-activity towards working with our neurodiverse team members, taking into consideration the below. As of the 13 March 2023, our policy reads as follows.
Neurodiversity at a Glance
1 in 7 people exhibit some form of neurological diversity and 15% of the general population is considered neurodiverse. In STEM, these stats are much higher. Below we have highlighted speci ic ways in which the Company can support employees within the 4 areas identi ied, as well as in ways which we can be mindful when considering neurodiversity in the workplace in general.
Dyslexia is a language processing dif iculty, associated with challenges including literacy, information processing and maintaining focus. People with dyslexia may experience challenges with reading and writing. They may also ind it challenging to concentrate with background noise, and processing information in their short term memory.
Dysprxia is associated with challenges related to movement, such as planning and processing motor tasks. People with dyspraxia may have dif iculty with physical coordination, and present with general clumsiness and disorientation. This can cause dif iculties with handwriting, typing, and aspects of physical work. Individuals with dyspraxia may also have dif iculty organising the content and sequence of their language.
ADHD challenges the ability to control attention, impulse and concentration. Those with ADHD can become distracted and are prone to being restless or idgeting.
Autism a ects the way a person perceives the world and how they interface with others. It’s associated with challenges including social communication dif iculties and sensory sensitivities. This may present dif iculty understanding both verbal and non-verbal language, communicating verbally and expressing emotion. Neurodiversity and autism are separate from mental health – yet it’s also important to be aware that anxiety disorders are common among autistic people.
Adjustments to Process Hiring
- Job adverts will be clear, concise, not including jargon and available in di erent formats.
- The interview process will be included in all job adverts, with timescales, structure.
- You will receive a hiring pack in the lead up to the interviews which details what is expected of you.
- How to join the interview if it is virtual, or where to ind us if face to face
- Who will be in your interview
- The steps of the next stage in the recruitment process
- There will be an option to obtain your interview questions after the interview incase you would like to develop your answers
- During the hiring process, you will be asked how you would prefer to be onboarded- face to face, remotely, via recordings, documentation read to you or sent over Slack for you to read through in your own time etc. Onboarding
- You will be given a onboarding packet before your irst day through our HR system Bamboo which runs through the following;
- Dress code
- Location (if not remote)
- Team org chart
- Your irst week tasks
- You will receive a welcome pack which delves into Slack, your Calendar and Google Workspace. After you have received this, if needed, you will be invited to an optional calendar workshop with a member of the People team in your second week post-hire.
- You will be given an onboarding document which runs through your irst day at the lab. This is available in di erent formats.
- The mezzanine in Generator studios is our designated quiet space with the exception of group meetings. Group meetings in the mezzanine must be marked in the calendar under the mezzanine meeting room and in Of icely. When group meetings are not underway, this space is reserved for those who need to work undisturbed.
- All sta who need it are able to claim a speci ic desk space as theirs, both downstairs and on the mezzanine. Name tags will be assigned to the space so that others know not to sit there. If you would like your own assigned seat, let a member of the People team know. Equipment
- We are able to provide equipment for you, depending on need, and make any reasonable adjustments. If you require further information on this, please contact a member of the People team or your line manager. During the hiring process, you would have been asked this question also.
- The stationary cupboard will be regularly cleared out, organised and re-stocked so that multiple forms of stationary are available. Any further equipment or resources can be requested from the People team. Flexibility/Ways of working
- Here at hhl, we o er flexible working. Please see our policy on flexible working here.
- You will be o ered the opportunity for regular one to one conversations outside of the 121s you should already be having with your line manager. These 121s will go over any requirements you might need, where you can ind support for you and how to manage your time here. These can be with a line manager or a member of the People team.
- Your line manager should facilitate conversations on the best way to plan your workload and instruct on task requirements.
- You are invited to create a README document which goes through your best ways of working, methods of communication that you prefer etc which will be shared internally and externally with your permission. See some examples here.
Further Resourceshttps://docs.google.com/document/d/1zEueD8ouGrBO99dlFtq4IcUyRlUJ0TrDd3S9OUgXQeE/edit? usp=sharing
Our Promise to You
Our aim as The Company is to develop a tailored plan for those of you who may be neurodiverse. If you need further advice and support beyond this document, please contact the People Team, or your line manager.Last updated on: 13 March 202