Toby is a diversity and inclusion consultant who held corporate diversity and inclusion positions for Deloitte and BBC before establishing his own consultancy:
How can workplace designers enhance the efforts of organizations to ensure that their culture, operations and space contribute to the success of neurodiverse employees? One of the best ways is to put themselves in the shoes of somebody with a neurodiverse condition. For example, ask yourself what it would be like in a space you were designing if you had difficulty with too much light, loud noises, sensitivity to touch, challenges reading, et cetera. Then think of creative ways of improving the environment for people with these conditions.
What else do we need to keep in mind when designing a workplace for inclusion? If we design workplaces with different impairments, disabilities and conditions at the forefront of our thinking, we will make workplaces better for everybody. This includes creating different types of environments for team collaboration, quiet reflection time, focused thinking and relaxation.
I am often asked what the business case is for employing people with neurodiverse conditions—or other disabilities for that matter. Firstly, it is a fundamental human right to access work and employers must do everything they can to provide open workplaces. But organizations do benefit from diversity of thought and cognitive abilities. With a more diverse workforce, businesses are better problem solvers, more creative, more profitable and able to engage with more consumers.
Chapter 2: What is Neurodiversity? | Section 7: Expert Testimonials
Chapter 2: What is Neurodiversity? | Section 7: Expert Testimonials
TOBY MILDON | Diversity & Inclusion Architect
Toby is a diversity and inclusion consultant who held corporate diversity and inclusion positions for Deloitte and BBC before establishing his own consultancy:
How can workplace designers enhance the efforts of organizations to ensure that their culture, operations and space contribute to the success of neurodiverse employees? One of the best ways is to put themselves in the shoes of somebody with a neurodiverse condition. For example, ask yourself what it would be like in a space you were designing if you had difficulty with too much light, loud noises, sensitivity to touch, challenges reading, et cetera. Then think of creative ways of improving the environment for people with these conditions.
What else do we need to keep in mind when designing a workplace for inclusion? If we design workplaces with different impairments, disabilities and conditions at the forefront of our thinking, we will make workplaces better for everybody. This includes creating different types of environments for team collaboration, quiet reflection time, focused thinking and relaxation.
I am often asked what the business case is for employing people with neurodiverse conditions—or other disabilities for that matter. Firstly, it is a fundamental human right to access work and employers must do everything they can to provide open workplaces. But organizations do benefit from diversity of thought and cognitive abilities. With a more diverse workforce, businesses are better problem solvers, more creative, more profitable and able to engage with more consumers.
TOBY MILDON | Diversity & Inclusion Architect
Chapter 2: What is Neurodiversity? | Section 7: Expert Testimonials
Toby is a diversity and inclusion consultant who held corporate diversity and inclusion positions for Deloitte and BBC before establishing his own consultancy:
How can workplace designers enhance the efforts of organizations to ensure that their culture, operations and space contribute to the success of neurodiverse employees? One of the best ways is to put themselves in the shoes of somebody with a neurodiverse condition. For example, ask yourself what it would be like in a space you were designing if you had difficulty with too much light, loud noises, sensitivity to touch, challenges reading, et cetera. Then think of creative ways of improving the environment for people with these conditions.
What else do we need to keep in mind when designing a workplace for inclusion? If we design workplaces with different impairments, disabilities and conditions at the forefront of our thinking, we will make workplaces better for everybody. This includes creating different types of environments for team collaboration, quiet reflection time, focused thinking and relaxation.
I am often asked what the business case is for employing people with neurodiverse conditions—or other disabilities for that matter. Firstly, it is a fundamental human right to access work and employers must do everything they can to provide open workplaces. But organizations do benefit from diversity of thought and cognitive abilities. With a more diverse workforce, businesses are better problem solvers, more creative, more profitable and able to engage with more consumers.
Chapter 2: What is Neurodiversity? | Section 7: Expert Testimonials
TOBY MILDON | Diversity & Inclusion Architect
Toby is a diversity and inclusion consultant who held corporate diversity and inclusion positions for Deloitte and BBC before establishing his own consultancy:
How can workplace designers enhance the efforts of organizations to ensure that their culture, operations and space contribute to the success of neurodiverse employees? One of the best ways is to put themselves in the shoes of somebody with a neurodiverse condition. For example, ask yourself what it would be like in a space you were designing if you had difficulty with too much light, loud noises, sensitivity to touch, challenges reading, et cetera. Then think of creative ways of improving the environment for people with these conditions.
What else do we need to keep in mind when designing a workplace for inclusion? If we design workplaces with different impairments, disabilities and conditions at the forefront of our thinking, we will make workplaces better for everybody. This includes creating different types of environments for team collaboration, quiet reflection time, focused thinking and relaxation.
I am often asked what the business case is for employing people with neurodiverse conditions—or other disabilities for that matter. Firstly, it is a fundamental human right to access work and employers must do everything they can to provide open workplaces. But organizations do benefit from diversity of thought and cognitive abilities. With a more diverse workforce, businesses are better problem solvers, more creative, more profitable and able to engage with more consumers.
