Please enable JavaScript.
Coggle requires JavaScript to display documents.
EDI - Coggle Diagram
EDI
considering neurodiversity (ND)
everyone varies
in neurocognitive ability whether our abilities are viewed as typical or atypical
employers
can
under-utilise
the talents of ND staff
need more
inclusive environments
for ND people, will be corresponding performance benefits for NT staff too
neurotypes
: ADHD, autism, dyslexia, dyspraxia, synesthesia, tourette syndrome
people
manage neurotypes differently
, being open, applying coping mechanisms, preferring not to label, fearing speaking up
strenghts
hyper focus, multi-tasking, logical thinking, problem solving
creativity, innovative thinking, seeing things from a diff perspective
authenticity, honesty, empathy
long term memory
can be more productive than NT colleagues 90-140% more
challenges
dealing with bureaucratic processes and forms
scheduling work and meeting deadlines
reading high volume of content
communicating ideas
dealing with emotions
interactions in meetings
Building a neuroinclusive environment
treat peopels as individuals
raise awareness and change attitudes to ND
build support from line managers
integrate ND into work practices and organisational culture
enable easy access to workplace adaptations (ie needing proof for support, is not easy)
give career support (overcome challenges)
build networks of support
what
equality
: non-discrimination,
equality of opportunity
, equality of outcome, equality for marginalised people. Everyone treated the same regardless of sex, race etc.
equity
:
equality of outcome
, considering unique circumstances of people and historical disadvantages.
diversity:
whether a profession/workforce is
representative
of the wide
variety
of people, characteristics, backgrounds and identities that exist in wider society
inclusion
: extent to which
people feel valued
for who they are, and whether they
belong
or fit in the profession or organisation
intersectionality:
ppl have multiple, interlinked identities which shape the experiences and outcomes of underrepresented groups
benefits of implementing best practice
people
: attract talent, staff satisfaction and retention
products and services
: designing for all, better innovation (different perspectives) and thus economic growth and creativity
partners
: access to wider markets, requirements of clients
processes
: reduces litigation, compensation, improved operational excellence, efficiency and costs
legal requirement
equality act 2010: legal framework to protect rights of individuals and advance equality for all
ppl have the legal right not to be treated less favourably because they
have or are perceived
to have a characteristic
characteristics
: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
Equality and Human Rights Commission Statutory Code of Practice
in order to avoid discrimination, it would be sensible for employers not to attempt to make a fine judgement as to whether a particular individual falls within the statutory definition of disability, but to focus instead on meeting the needs of each worker
uni uses
social model of disability
, adjusting to remove or reduce barriers from disability or other limiting health conditions, ensuring everyone thrives and achieves their full potential
disability
: something someone experiences rather than has, where an impairment (barrier) is the cause of the disability
barriers: erected by society, structural process, attitudes
diversity in engineers
our
view
of the world is not the only one or the most important or the right one
biases
means we overlook the strengths of others
workforce
in engineering and technology
not representative
of workers in the wider workforce in the UK, impacts innovation, creativity, and productivity