IT Solutions Blog

Driving digital inclusion: Microsoft’s free accessibility training

by Holly Burnett 5 May 2022

 

Topics: Leadership, Employee Retention, IT and business goals, Microsoft, Diversity, neurodiversity, talent attraction, inclusion, business strategy, digital first, digital strategy, Accessibility

The rise of technology in recruitment: security and privacy a concern?

by Holly Burnett 1 April 2022

 

Topics: Big Data,, Cyber Security, Diversity, Technology Trends, inclusion, customer experience, candidate experience, future of work, privacy

Will the metaverse have an impact on how we work?

by Holly Burnett 31 March 2022

 

Topics: Company Culture, Diversity, neurodiversity, Technology Trends, inclusion, customer experience, candidate experience, metaverse, future of work

How men can play a key role in gender diversity

by Holly Burnett 21 March 2022

The gender imbalance in the technology sector is well-documented, with the percentage of women in tech leadership standing at only 12% while the proportion of women across tech teams as a whole tracks at a little under a quarter.

Topics: retention, Company Culture, Diversity, womenintech, talent attraction, inclusion

How to prevent and overcome imposter syndrome in the workplace

by Holly Burnett 25 May 2021

In a recent survey by The Hub Events, 85 percent of one thousand people described themselves as incompetent at work. Shockingly many of us believe we're not good enough at our jobs despite our achievements. Out of the 85 percent, only 25 percent were aware of something called imposter syndrome.

Topics: Employee Engagement, Wellbeing, Mentalhealth, Diversity, imposter syndrome, womenintech

Why employers should be embracing neurodiversity

by Holly Burnett 19 April 2021

Neurodiversity refers to the natural differences within human brain function. Depending on our thinking style, our brain will process information differently. Dyslexia, Dyspraxia, Autism, and ADHD are just a few examples of alternative thinking styles. Around 1 in 7 of us are neurodivergent, meaning we have some unique strengths such as processing information quickly, spotting patterns and Lateral thinking. Shockingly, approximately 84 percent of adults with autism suffer from unemployment. Many individuals are not diagnosed until adulthood which means there could be people within your organisation that want support from their employer.

Workplaces are typically designed for neurotypicals. When thinking about attracting and retaining a diverse talent pool, we need to understand what adjustments we can make in areas such as candidate selection and within the working environment. We’re not talking about radical changes; there are simple, cost-effective solutions that benefit all employees. Besides helping neurodivergent individuals thrive, inclusive employers will also benefit from increased employee engagement, job satisfaction, and overall success brought on by a team with different viewpoints and approaches to solving a problem.

Neurodiverse teams are at least 30 percent more productive. However, 9 out of 10 organisations do not have plans that support variation in neurocognitive functioning. Early adopters such as Microsoft and Dell have autism hiring programmes that enable them to nurture an untapped talent pool.

However, one in three people say they’re disappointed with how their employer approached their neurological condition, so what can we do to ensure we attract and retain neurodivergents?

Watch the video about Neurodiversity from HSBC.

Topics: Employee Engagement, Hiring, Job Interviews, Diversity, neurodiversity