Who is our Consultancy service suitable for?
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Line managers.
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C-suite
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HR teams.
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Communication teams.
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Equality, Diversity, and Inclusion teams.
What is our Neurodiversity and Disability Consultancy Service
Our Neurodiversity and Disability Consultancy Service is tailored tor your organisations needs. We work with you to define your desired outcome, identify and overcome potential obstacles, review policies and processes, implement an action plan, and measure outcomes.
We’re able to support a range of initiatives and projects, including:
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Advice and guidance to implement best practice recommendations.
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Neurodiversity and Disability Strategy and Policy Development.
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HR consultancy reviews (HR business reviews/HR policy reviews).
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Accessibility checks on documents and policies.
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Dedicated ad-hoc support line for HR and line managers.
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Working with Employee Resource Groups/Employee Networks to increase engagement and impact.
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Co-creating internal awareness communications campaigns.
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Embedment Strategy, ensuring inclusion is embedded into culture, policy and processes.
Why choose us?
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Our Consultancy offering is an agile service that responds to the changing needs of your business.
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Our approach is informed by the latest academic and industry research and by our extensive experience working with multiple stakeholders in both the public and private sectors.
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We support line managers, HR professionals, D&I teams, and senior leaders in a range of sectors, including publishing, retail, technology, and financial services.
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We understand the context, demands, and obstacles you face when developing, delivering, and monitoring neuroinclusion initiatives in the workplace.
How is Consultancy delivered?
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Remote with Dr Deborah Leveroy, Head of Consultancy and Research and/or Mark Woodward, Head of Occupational Delivery
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Ad-hoc or project-based.
Our Neurodiversity & Disability Consultants
All our Consultancy and Audit services are carried out by Head of Research and Consultancy, Dr Deborah Leveroy, and/or Head of Occupational Delivery, Mark Woodward.
How to become Disability-Confident employer
Disability-confident employers go beyond just compliance. They work to create an inclusive environment in which everyone can thrive. This includes the following:
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Educating themselves and the team
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Reviewing policies and practices
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Providing training
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Accessibility checks on documents and policies.
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Making workplace adjustments
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Promoting inclusive recruitment
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Creating a supportive culture
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Seeking feedback
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Leading by example
Strategies for inclusion in the workplace
A diversity and inclusion audit will show you that a truly inclusive workplace requires intentional effort and a commitment to diversity. The following aspects of a disability inclusion strategy work to promote inclusion in the workplace:
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Providing diversity training
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Fostering an inclusive culture
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Providing flexible work arrangements
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Improving accessibility
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Making workplace adjustments
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Working with Employee Resource Groups/Employee Networks
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Carrying out inclusive leadership
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Providing regular feedback mechanisms
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Reviewing policies and procedures
neurobox reviewed our draft Neurodiversity policy and guidelines. Their advice and expertise on the subject area was really valuable and insightful. We took on board a number of their comments and suggested amendments to help us shape our new policy.
Hachette UK
Get in touch about Consultancy
01223 608 491
General:
Every organisation is unique, and so are its people. No two journeys look the same, that’s why our offer is always tailored to your organisation.
Our journey together begins with a conversation – get in touch with our team to find out more about Neurodiversity and Disability Audit or to see how we can support you on your workplace inclusion journey.
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