Neurodiversity & Disability Audits

Do you know what barriers your employees face in your workplace? A Neurodiversity and/or Disability Audit is a great starting point.

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What is a Neurodiversity and Disability Audit?

Our Neurodiversity & Disability Audit is a comprehensive evaluation of your business’s current policies, procedures,  practices and metrics across a range of business areas, providing you with targeted, practical organisation-wide recommendations for creating a more inclusive workplace.

What’s involved?

Our process is agile and can be adapted to your needs. However, we recommend the following four step process, for a comprehensive review. Click our process box below to find out more detail about each step.

  1. Scoping – An initial review to understand where you are and what you currently have in place. We’ll look at existing data and also facilitate focus groups to discuss employee experience of working at your organisation.
  2. Analysis – Analysis of existing policies and processes relating to recruitment, physical features setup, communications, retention, appraisals and training (among other areas). We’ll also benchmark your existing provision and identify areas of concern.
  3. Reporting – Reporting will identify areas of good practice, areas for development, and key strategic priorities. It will provide recommendations and approaches to enhance current policy and practice
  4. Implementation – Develop an action plan to manage the required change, ensuring your organisation is an inclusive workplace

Our reccomended 4 step process

1. Scoping

We will facilitate initial scoping discussions with relevant departments and stakeholders to establish existing provisions for neurodivergent employees. Potential departments and stakeholders include Recruitment, HR, Facilities Management, IT, Marketing and Communications, Health and Safety, Learning and Development, and Line Managers.

Review of existing data including anonymous employee surveys, employee engagement surveys, disability and health information shared on HR systems, HR data on recruitment, promotion, pay, and progression, and representation of neurodivergent employees across the organisation by role.

Facilitating focus groups with employee groups and/or anonymous employee surveys to employees who identify as neurodivergent and/or disabled, about their experiences of working at your organisation.

2. Analysis

Analysis of existing policies and processes relating to recruitment, physical features setup, communications, retention, appraisals and training (among other areas).

Using our self-assessment tool, we will benchmark your organisations existing provision, and  identify areas of progress and concern. The benchmarking tool has five levels:  inactive, reactive, proactive, progressive, and best practice. The tool objectively measures the organisation’s current position and provides a benchmarking method for measuring progress over time.

3. Reporting

We deliver the key findings and recommendations in various formats (written report, presentation, videos, screen recordings). Reporting will identify areas of good practice, areas for development, and key strategic priorities. It will provide recommendations and approaches to enhance current policy and practice.

4. Implementation

We consult with relevant stakeholders and develop an action plan to manage the required change, ensuring your organisation is an inclusive workplace for neurodivergent and disabled colleagues. We will provide consultancy to help the personnel implement the recommendations. Our detailed knowledge of the organisation, gained from the audit process, will ensure that our consultancy is tailored to the organisation’s culture and systems.

Benefits for your organisation

  • Inclusive workplace – identify where change is needed and determine how to make meaningful change and create a road map for inclusive workplace.

 

  • Enhanced Talent Pool – By embracing neurodiversity and disability inclusion, you access a pool of untapped talent. Diverse perspectives foster innovation and creativity, driving your organisation towards greater success.

 

  • Improved Employee Morale and Retention – Creating an inclusive environment sends a message to your team that their unique strengths and contributions are valued. The process fosters a sense of belonging and loyalty, leading to higher employee morale and retention rates.

 

  • Reputation – Demonstrating a commitment to neurodiversity and disability inclusion enhances your organisation’s reputation as a socially responsible and progressive employer. It can help you to attract top talent and foster stronger relationships with clients, customers, and stakeholder.

 

  • Culture – cultivate a culture of empathy, respect and understanding by embedding inclusion into your organisation.

Areas we audit

  • Candidate Attraction and Recruitment –  examine your employer branding, candidate pipelines, job descriptions, application forms, and assessment methods. The aim is to position your organisation as an inclusive employer and have the policies and procedures in place to recruit diverse candidates successfully.

 

  • Onboarding –  evaluate your onboarding policies and procedures, specifically looking at your HR systems, onboarding training, disclosure process, and methods of communication. The aim is to ensure new starters are given the support they need from the beginning of their employee journey.

 

  • Workplace Adjustment Policy and Procedure –  review the organisation’s workplace adjustment policies and procedures, including adjustment signposting, stakeholder engagement and awareness, and third-party suppliers. To ensure existing employees get the support they need at regular points of the employee journey.

 

  • Digital Accessibility- identify accessibility problems with your service or website and make recommendations to ensure it meets the WCAG 2.2 AA accessibility standard. Test with assistive technologies to see how well your service performs with software and equipment such as screen readers and magnification software.

 

  • Performance Reviews –  review the methods of assessing performance, feedback and communications, and identify bias in performance ratings.

 

  • Built Environment –  provide an access audit of the physical building, measuring compliance to The Equality Act 2010 and against the relevant standards.

Your Neurodiversity and Disability Audit Consultants

All of our Consultancy & Audit services are carried out by Head of Consultancy & Research, Dr Deborah Leveroy and/or Head of Occupational Delivery, Mark Woodward.

Find out more about Deborah and Mark
The expertise from neurobox has been invaluable; their specialist insight has highlighted challenges for disabled people that we hadn’t considered but can now work to remove...we’re looking forward to working together to further improve disability and neurodiversity inclusion at Moneysupermarket Group!
Moneysupermarket Group

Get in touch about our Audits

Phone icon 01223 608 491

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.

Drop us a message