The idea behind this project is to start thinking, as already is happening in many UK companies, that the neurodiversity of each organisation’s workforce is a richness and has the potential to drive business towards a more ethical and prosperous future.
The Neurodiversity at Work Erasmus+ project aims to pursue an inclusive workplace, by defining and putting into practice strategies and tools to:
- Make employers/business leaders enablers of inclusivity at the workplace, by practicing “My employer helped me find out what I’m good at”;
- Transform the negative perception of Specific Learning Difficulty (SLD) to a more balanced approach including strengths, by adopting the concept of neurodiversity;
- Co-create concrete help and solutions with employees with SLD;
- Spread the impact of the solutions within the whole companies’ organisation, by demonstrating the benefits for all the employees.
Objectives
- Raising awareness and increasing knowledge among entrepreneurs, HR managers, SMEs and micro companies’ leaders, Trade Unions and Employers association on neurodiversity as a key asset in contemporary business;
- Championing specific and regular data collection and analyses on neurodiversity in the workplaces, especially in small and micro enterprises, also in view of re-thinking roles, talents and positions of employees with SLD;
- Equipping business leaders and staff with an appropriate set of strategies and tools to introduce and practice neurodiversity at the workplaces, with the aim to guarantee the wellbeing to their employees.
- Producing evidences about the effectiveness of managing neurodiversity in the workplaces so as to promote the development of specific policies for valorising the contribute of people with SLD in work environments and, in general, for retaining and valuing talents and HR.
Activities
- Planning and creating the awareness raising campaign;
- Initial survey on SLD and neurodiversity at the workplace to make the phenomenon evident, specifically in small and micro enterprises which are generally less aware and familiar with this innovative approach;
- Establishing National Committees on neurodiversity at the workplaces;
- Conceiving and designing training activities for leaders, staff and other key stakeholders;
- Co-creating with both staff with SLD and companies’ strategies and tools to introduce and implement neurodiversity at the workplaces, including the designing of a specific measure for Neurodiversity Manager;
- Piloting the strategies and tools according to data analyses and employees with SLD needs and talents and evaluating their impact at company and personal level in terms of inclusion and effectiveness;
- Reporting the achieved results in relation to the awareness raising campaign, the training activities and the practices adopted.
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