The CEO

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How to make your workplace more welcome to neuro-diverse staff, and ensure that your talent promoted?

David Joseph , takes off shoes, crosses his legs and puts himself into a chair. For The Ceo of one of the largest labels in the UK, Universal Music UK - he is modest. Our interview should last 10 Minutes , but almost an hour later (and some reminders from his assistant that he is not other meetings), David still talking, with pride, about the diversity Because he wants to change. He wants to talk about the variety, especially a hidden diversity, which is never really a look at any conversation about Difference - neuro-divergence.

"A crucial moment was that I saw a text from this artist over Three Days , After you," he says. "This artist has undoubtedly changed the culture, but The Words [in the text] were in the wrong order. I speak always seen by this person, as they worked a lot with them, for a long time, but this was the First Time I have ever seen a text from you. And Then I realized why. "

David Joseph is The Chairman and CEO of Universal Music UK neuro - divergence is also known as neuro - diversity is a term that many people are not familiar with. It refers to the community of people, dyslexia, dyspraxia, ADHD, on the autism spectrum or other neurological functions.

Loudly, "these are the 'spectrum' conditions, with a variety of features but nevertheless, they share some common characteristics in terms of how people learn and process information".

"Our artists, not all, certain ones, in any case, to think differently," says David . He is not only talking about it, Florence Welch or Billie Eilish , whose neuro-diversity is well documented - he speaks to all the employees at the label, which is part of the creative process.

estimated that in the UK, but this is not something that is routinely recognized in the workplace.

"I need to reaffirm that it is interwoven with all other questions around diversity. It's not like we can pick this and especially The Other ," says David .

it is not a question to be nice, and only by the people with jobs.

"It is an unconscious inclination to the recruitment of staff do you think you get on with, have similar views, and I dare to say it could not have Japanese rebel or cause of the deviation. I'm a Big Fan of the respectful outliers," says David .

"I allowed to grow through The Company and, in principle, Myself . "

After performing a fair amount of research, David and his HR team of More Than 100 companies have the interest expressed.

It's cream is colored, to make it easier to read for people with dyslexia (the advice is to use dark text on a light - not-white Background and sufficient contrast between the Background and the text). It is full of simple graphics and not too wordy.

The Universal Music guide explains some of the active species to make the try, their workplace more neuro-diverse-friendly. The Message is to stop focusing on the things the neuro diver Gent can't do this to people, and start celebrating what you are excellent.

It is something that the insurance Company Direct Line, and actively recruited neuro-diver Gent persons, was the work for some time.

"There are so many different strengths, which we believe, and I think it is easy to focus on the negative, but you get so much more if you focus on the positive," says Yvonne Akinwande.

Yvonne Akinwande, The 31-year-old marketing consultant says that your employer recognises the need for the working environment, the neuro-diverse staff.

she says that because of her dyslexia, mixed certain letters, and not easy to detect errors, such as spelling, punctuation and grammar.

But The Company has a specific software to aid in the recording and writing notes. And even Simple Things , from the color of your notepads to the location of your Desk in a quieter part of The Office , has helped to create a more comfortable environment.

more importantly, she feels that the more creative marketing role, which she now holds fits your skill-set More Than The One you held previously.

"In my previous role, we would be monitored on a monthly basis to our work. One of the things that come in all the time, my grammar and spelling errors. We would send to you. the formal correspondence to customers, and if you approvals including a car, for example, I confuse letters would

"All of these things would mean that I was marked down. It made me negative in terms of my skills, which is not normal for me, because I Am very confident and very positive about what I can bring to the table.

"I needed a role that is highlighted and praised the skills I have that may be useful for The Company . "

Yvonne is the co-Director of neuro-diversity strand that was created in The Business .

But, more and more companies the benefits of.

Change your process intelligence Agency GCHQ is proud of what he has described as a "mixture of spirit".

"Without neuro-diversity, we wouldn't have GCHQ," - said in a statement.

There is another employer, the active neuro-recruited diver-Gent people, and have been for More Than 20 years.

The Government Communications Headquarters), also known as GCHQ, Cheltenham is the ability to concentrate, and you will find links and patterns, among other things, is attractive to people in this community.

The Spy Agency, which is next to MI5, MI6 and law enforcement authorities, will soon open a site in Manchester, which was designed to assist with specific adjustments to the neuro-diverse staff.

It makes a lot of things like noise-cancelling headphones and voice-to-text and text-to-voice software.

"Some of our most talented and creative people with a neuro-diverse Profile of autism-spectrum-condition to dyslexia and dyscalculia, and dyspraxia. Our trainees three to four times are more likely to have dyslexia than The National average," The Statement said.

GCHQ examples of workplace adjustments can Include:

GCHQ examples of typical adjustments to the interview:

Recruitment Agency consists of a team of neuro-diver Gent people who understand the challenges that can face a Job interview for people like themselves.

to help you with CVs, filling out applications, interview prep, and maintain a relationship with this person, to ensure that you have longevity in your Job .

this Graph shows the differences between the skillset of someone who is perhaps dyslexic in comparison to someone as neurotypical. They also work with companies to help them to your workplace more inclusive, and to educate and inform the employees to work in a neuro-diverse workplace.

"employers are with the help of techniques that are pretty out of date, the screening talent," founder Matt Boyd . So, says he, if you are poor and / or spelling something wrong on an application form for The Job .

"people with autism, for example, because, as you can communicate in an interview and how this is perceived, are often not considered for The Role , or on to the next round.

"There are many challenges that people with ADHD, dyslexia, dyspraxia and autism, just because the employer understand and not processes. "

And this process could be something as simple as a Job advertisement is formulated.

the Direct Line is Yvonne , the key to your Dream Job was that the display to specify something like: "Must only in exceptional cases, written communications".

"I'm not exceptional at written communication," she says. "But to ask it, for someone to engage creatively in their thoughts and preferences and work with other people. Skills that I possess. "

The Office For National Statistics is not unemployment break through the neuro-diversity, so there are no specific statistics on unemployment among neuro-diver Gent people. But it is estimated that only 16% of autistic people are in full-time employment.

Inexpensive reasonable adjustments Euro diversity is protected under the law on gender equality in 2010, and After , an employer should be "reasonable changes", if someone puts their neuro-diversity.

these changes do not have to be expensive. The government's access to work scheme allows employers to access money for all the "extra disability-related costs for work beyond the standard reasonable adjustments to the people at the beginning of the work or receipt of the employment".

But for David , back at Universal, as we chat, he has made laughs about the progress of his Company in this area.

"our Job is, a lot of people to meet. And we sometimes sit with them and note that it was the same person 12 times. They dressed the same, they talked the same.

diversity, disability, employment, gchq

Source of news: bbc.com