NeuroUnity is a joint research investigation conducted by AtkinsRéalis, 与神经网络公司合作, that centred on uncovering the barriers and enablers that neurodivergent professionals faced throughout the employee lifecycle model.
4月, the summary findings from the research investigation were presented at CyberUK on the spotlight stage – a great platform for a variety of speakers to discuss current ideas and challenges within the cyber 部门. But in case you didn’t make it to CyberUK, we’ve summarised the talk below for you to catch up on.
NeuroUnity的背景
网络行业, 而且一直都是, 需要不同的思维方式和思维的多样性. Knowledge and desire to realise the benefits of neurodivergent talent in the 部门 is increasing, yet persistent barriers have led to continued inequality and stagnation of opportunity that profoundly affects neurodivergent professionals. 为了进一步理解这一点, we asked participants in our survey what barriers and enablers they had faced as a result of organisations either responding to, 或者没有回应, 就业生命周期模型每个阶段的需求.
汇总结果
当研究参与者报告的障碍时, 有一系列的主题一直被引用.
One of these is the perceived neurotypical ideal which is embedded within working practices and processes. 例如, during the development and progression stage participants reported a lack of progression as a result of embedded misconceptions within the organisation, and a disproportionate over-reliance on self-advocacy in driving progression.
在这, participants reported barriers associated with the demands of workplace socialisation, 例如在入职过程中. Organisations can run the risk of exerting pressure on new employees to assimilate into the organisation’s majority status surrounding values, 规范, 和文化, 这可能会对神经发散型专业人士产生不利影响, and is heightened by the endorsement of social and networking activities.
在寻找推动者时, the environment created and enabled by organisations was an important factor to our participants, 通过创造欢迎, 支持和灵活的环境. This extended to the important role that colleagues played within their working lives, particularly when ensuring such an environment was non-judgemental, 接受, 欢迎所有的人.
建议
基于优势的胜任力框架
Neurodivergent professionals in employment can be at a greater risk of experiencing a lack of progression due to rigid competency frameworks. 在重新定义“好”的过程中, we propose that a new strengths-based competency framework should be developed, 一种重视个体差异的理论, 采用灵活和自适应的方法, and is committed to understanding and supporting the needs of the individual.
神经分化支持顾问
Given that safe channels for disclosure of neurodivergence may not always be accessible or immediately obvious, we recommend that to alleviate the onus away from the employee in choosing whether to disclose through forced self-advocacy, a neurodivergent support and advisory role should be integrated into organisations. 这个角色应该是组织内部的一个专门职能, 在员工层面分配，并根据需要扩大规模.
可审计的标准
就目前而言, neurodivergent professionals seeking employment or in employment have no common or verified way in which to gain the objective assurance of an organisation’s neuro-inclusive credentials, 索赔, 和文化. We recommended that a standard be developed that can be applied by all organisations no matter the size, 部门, 或位置. 标准应以提供要求为中心, 相应的指导, 以及与实现相关联的已定义控件, 监控, 聚焦性神经发散性ED的评价&我计划.
The NeuroUnity Summary report represents a step towards achieving equity; however, 实现公平也需要学术界的支持和支持, 政府, 和行业. 因此, 希望NeuroUnity的研究结果和建议, based on the lived and current experiences of neurodivergent professionals across numerous 部门s, 会激发行动，创造持久的改变吗.
