We know because we have been there. And we can provide you with the support needed on your neuro-inclusion journey every step of the way – whether you want to start small or go big.

Currently the number of people with Autism in work is below 30%. This means a huge pool of talent remains largely untapped – one that can bring unique perspectives and strengths to the workplace.

Employability programmes are a way to help open access to opportunities for those who might not make it through a traditional recruitment route, which helps to make a dent in neurodivergent unemployment. Inspired by the work that Tania did at EY in this space, we can help you build an employability programme that both focuses on recruitment and the ongoing support structures required for these programmes. So often, programmes fail as the focus is on getting individuals into an organisation without a thought for aftercare.

PegSquared can partner with you to develop a neurodiversity strategy or policy to support your organisation’s neuro-inclusion journey.  Working with you, we can clearly define how your organisation will support and include neurodivergent individuals.  

As part of the development of the strategy/policy development we can also consider measurements and evaluation; communication plans and ongoing improvement of the strategy/policy as needs evolve.  

Providing employees and line managers with the resources to help support day to day can be key to setting up neuro-inclusive environments where all can thrive.

PegSquared can work with you to develop a Neurodiversity toolkit that combines technology, physical adjustments and ways of working to help guide both line managers and employees to navigate Neurodiversity in the workplace.

We can also support the organisational rollout of the guides and toolkit and training.

Neurodiversity is a relatively new conversation for organisations. Over the last few years, we have seen a shift from discreet employability programmes to an increase in diagnoses and those disclosing their neurocognitive differences. There is an increasing expectation for organisations to adapt and support. However, it may just be an additional ask on an over-stretched team, whose members perhaps don’t have the expertise to appreciate where to focus first. Or it could even be that there’s an initiative in need of prioritisation and extra support to do this would be useful.

Please note – we are not HR specialists and therefore can’t give legal advice on individual cases. If this is required, we’ll recommend an organisation that can support.