Neurodivergence can be a superpower, if managers create the right conditions

Neurodivergence can be a superpower, if managers create the right conditions

Instead of being seen as a difficulty to be accommodated, neurodivergence should be harnessed for its many potential benefits – which requires managers to create more balanced, open teams. CMI interviewed a number of neuro-divergent Chartered Managers on their career and experiences and they have just published the findings on their website.

There is also a recent CMI webinar and a report which highlights an EDI blind spot amongst senior leaders. Unfortunately the experiences detailed in the findings do appear to be widespread.

You may have heard people describe their neurodivergence – whether that’s attention-deficit/hyperactivity disorder (ADHD), dyslexia or another differentiator – as a ‘superpower’. If you’ve ever wondered why you can >find out more

We will be launching Level 5 Award Managing EDI next year. The qualification is aimed at enabling practising or aspiring managers to understand the business case for equality, diversity and inclusion and the role of managers in creating inclusive cultures. There is more below.

How can managers and workplaces support and embrace neurodiversity?

CMI Webinar: Embracing neurodiversity in the workplace

Managing conditions such as autism or ADHD at work should not be complicated. Neuro-divergent people can bring valuable skills to any workplace, as long as the working environment plays to their strengths. Neuro-diverse colleagues often have increased valuable skills such as lateral thinking, analysis, consistency and creativity.

Our speakers will share findings from research and lived experience on inclusion versus integration approaches to neurodiversity, and how a neurodiverse workforce can bring unique talents and strengths to an organisation.

Watch the recording now:

https://www.managers.org.uk/knowledge-and-insights/video-webinar/embracing-neurodiversity-in-the-workplace/

Walking the walk on inclusivity

CMI research found that senior leaders at UK organisations have an “equality, diversity and inclusion blindspot”, with big gaps between what HR decision-makers think is working to improve inclusivity and workplace culture, versus how employees see it. This disconnect shows a missed opportunity to harness the full potential of a diverse workforce.

You can read the full report: https://www.managers.org.uk/knowledge-and-insights/research/walking-the-walk/

New ALM programme launching soon

Managing Equality, Diversity & Inclusion (CMI Level 5) qualification from early 2025

This qualification is designed for practising middle managers and leaders who are typically accountable to a senior manager or business owner. It is aimed at enabling practising or aspiring managers to understand the business case for equality, diversity and inclusion and the role of managers in creating inclusive cultures.

Effective management of equality and diversity not only benefits staff and stakeholders, it can positively impact on an organisation’s achievement.

This qualification has been designed to enable the learner to analyse the requirements for managing, monitoring and reporting on equality, diversity and inclusion.

It focuses on the skills required to lead by example and how to adapt leadership styles to support others to see the benefits of inclusive practice. On successful completion of the unit, learners will be armed with the knowledge required to develop and implement an action plan, and monitor its outcomes to make continuous improvement.

You can read more about the qualification now on CMI website

https://www.managers.org.uk/education-and-learning/qualifications/qualification-library/level-5-managing-equality-diversity-and-inclusion/

To register your interest, please get in touch