Educating staff about the benefits and challenges of neurodivergence can lead to greater acceptance and respect for those with cognitive differences. This means a more harmonious and productive environment and a reduction in the stigma associated with thinking differently.
Through lectures, seminars, and courses, we can help shed light on what it is like to be neurodivergent, the importance of boundaries, and what to expect from colleagues.
Recruitment & System Support
Traditional recruitment processes often exclude the neurodivergent as they focus on traits they struggle with – such as communication skills, emotional intelligence, and sociability – without recognising their potential for creativity, problem-solving, loyalty, and hard work.
Re-focus can help make sure you get the right people for the job and assist in providing a supportive and encouraging working environment.
One-to-one or group coaching can provide specific support to employees to encourage an efficient and productive working environment. Many well-being and collaboration issues can be resolved before they escalate by sensitive and confidential coaching.
Diversity In Thinking Will Help Your Organisation Perform Better
Neurodivergent individuals often approach problems in unusual ways and can come up with creative solutions. They are highly likely to find more efficient and effective ways of doing things and challenge existing processes.
Let’s remove the stigma attached to neurodivergence and show the fresh perspectives and ideas that can be brought to the table. There is a huge untapped pool of talent available to progressive companies that are able to adapt their recruitment processes.
Practical approaches to managing ADHD in the workplace:
Coaching is our core business, and we devise bespoke programmes for employees to address the principal challenges they face and develop their strengths.
Typically we would see someone 6 times over a nine-week period and then review.
Coaching can help someone to understand the condition and become more aware of how it affects them. If they know what they are dealing with, it is easier to recognise where the symptoms are causing difficulties in their life and to try to figure out how to change unhelpful patterns of behaviour.
It will also help them realise where their strengths are so they can make the best use of the benefits of ADHD
We can help put structures in place in someone’s daily life and guide them through techniques to deal with the challenging aspects of ADHD so they can focus on the benefits.
It is a chance for them to discuss issues with someone who is deeply empathetic and also knows a lot about the condition. This leads to a sense of “BEING GOT”, which is hugely valuable to someone who may have felt isolated and alone for a lot of the time.
ADHD is our job and passion, and the essence of Re-focus is to do whatever we can to help. It’s never too late.
With those already diagnosed, it is straightforward as long as they identify themselves, and that comes from a ND-friendly ethos where no stigma or disadvantage attaches to those who identify themselves as having ADHD.
Among the undiagnosed, there are those who suspect they might have it and those who have no idea. It is helpful to have separate procedures for each.
We work closely with ADHD specialist occupational therapists and psychologists and can help with advising on which tests to use internally or conducting the tests ourselves. The key here is consistency.
The next step is diagnosis. This can only be done by a psychiatrist. Evaluation through public mental health services typically takes around 2-3 years, so if there is a way of going private, it is preferable, although even then, waiting times can be months. Through our relationships with leading psychiatrists in the field, we can facilitate easier access to diagnostic services for our corporate clients.
We have seen that when colleagues and managers are aware of the challenges faced by those with ADHD and know how to help or mitigate some of the issues, it can provide a more harmonious and productive environment.
The neurodivergent do not exist in a bubble. They live amongst the neurotypical, and for those who live or work with them, it is important to know something about what life is like for those with ADHD.
Because ADHD is known as an invisible form of diversity, it helps to raise awareness of what they are dealing with. This can help remove the stigma and increase understanding. This kind of training also helps avoid claims of discrimination
Check that ADHD is covered in company policies and that there is compliance with various legal obligations to disabled workers and job applicants.
ADHD is considered a disability and is covered under the Equality Act. Therefore organisations must make reasonable adjustments. It is helpful to set out what adjustments are available, whether they are different for different levels of seniority and the procedures for considering special requests.
Obviously, you want to avoid the ADHD tail-wagging the corporate dog, but the fact is most accommodations are not that expensive. Especially compared with the cost of recruiting and training someone new.
Improve productivity and efficiency by supporting neurodivergent thinking.