Summary
The Design Operations remit is huge, and since championing and empowering neurodivergents in the workplace, multiple people have asked me why this is something I'm working on, and I always give the same answer: "because someone needs to". It's also within every Design leader's remit to make sure their team is an accessible place to work, and that they put the right measurements in place to support their team to the fullest. As a Design Operations Manager, an empath, and an ally, I'm the one starting the conversation in our workplace, but it's something every individual should be supporting. Design Operations is about listening, researching, and finding areas for improvement. We have to change our offering depending on the person, team and time. Since the pandemic, there's been an increase in adult women being diagnosed with ADHD; it’s finally being recognised and diagnosed outside of the stereotype of the naughty little boy in school, and this is something organisations need to recognise and adapt their processes to. This presentation talks about the ways we've identified some of the people we need to support, how we're supporting them, and how we're creating broader awareness.
Key Insights
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15% of the population is neurodiverse, with an increasing number being diagnosed.
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Women often receive neurodiversity diagnoses later than men, impacting support.
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Onboarding processes typically overlook neurodiverse needs, leading to higher turnover.
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Creating check-in checkpoints significantly supports neurodiverse employees.
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Information processing and communication styles vary widely among neurodivergent individuals.
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Building community within neurodiverse colleagues fosters support and sharing of experiences.
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Clear and structured communication helps reduce anxiety for neurodiverse employees.
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Presenting information as checklists aids comprehension for individuals with ADHD.
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Redefining success criteria is important for accommodating neurodiverse working styles.
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Education and awareness are crucial for combating stigma around neurodiversity.
Notable Quotes
"I'm paving the path for neurodiversity in design."
"At BT, I'm responsible for onboarding new starters within the design team."
"Our processes and ways of working were completely flawed."
"It's everyone's job to care about making our workplaces inclusive."
"We need to redefine success criteria for our people."
"All neurodiversity is unique and not one size fits all."
"For our onboarding, we gathered formal feedback from starters."
"Education will help to answer questions that people have about their own suspected neurodiversity."
"It's okay to not have all the answers and to admit ignorance."
"Imagine the good we can do if we can reach more people."
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