Event Summary

Across the UK, 15-20% of the population are thought to be neurodivergent. Scotland is already leading the way in realising the business benefits of supporting a neurodivergent workforce.

Neurodivergent people, including those with autism, ADHD, and dyslexia, often possess additional skills in deep focus, creativity, innovation, and lateral thinking. The neurodivergent talent pool remains an untapped resource for workforces, with studies showing that teams including neurodivergent professionals<> can be up to 30% more productive.

Holyrood Insight’s Neurodivergence in the Workplace Scotland Conference will explore the practical ways for Scottish employers to become more aware, informed and empowered to support neurodiverse employees to reach their full potential.

Attend Holyrood Insight’s Conference to hear about the Scottish Government’s commitment to tackling the inequalities faced by neurodivergent people through the Learning Disability, Autism and Neurodiversity Bill. We will discuss the progress made by the Government backed Neuroinclusion At Work programme, aiming to reach one million workers by 2026.

We will explore strategies to reap the benefits of including neurodiverse talent in your workforce. This event will explore how to recruit, induct, retain and advance neurodivergent employees.

Attend to hear lived experience of autism, attention deficit hyperactivity disorder (ADHD), dyslexia, dyspraxia and tourette’s syndrome, what are the barriers, challenges and opportunities in the workplace?

Put your questions to our legal expert to ensure compliance with legal responsibilities to support neurodivergent employees and make effective reasonable adjustments.

Key points

  • Reaping the benefits of including neurodiverse talent in your workforce.
  • Implications of the Learning Disability, Autism and Neurodiversity Bill
  • Raising awareness and creating open dialogue about neurodiversity at work to reduce stigma and discrimination
  • Creating a safe culture for employees to disclose their conditions to employers
  • Developing neuroinclusive hiring practices to break down the barriers to employment
  • Legal considerations including relevant employment law and reasonable adjustments
  • Learn directly from people who are neurodivergent about the benefits and challenges of different neurological conditions in the workplace
  • Creating inclusive working environments and cultures to help neurodivergent people reach their full potential
  • Effective line management for supporting neurodivergent colleagues, including remote management