Tom Norrish, JPMorgan Chase – Top tips on how to build a business case for neuro-inclusion

In today’s diverse workforce, the importance of neuro-inclusion cannot be overstated. Neuro-inclusion involves creating an environment where individuals with neurological differences, such as autism, ADHD, and dyslexia, are supported and included. In a recent webinar, Tom Norrish EMEA Neurodiversity Lead at JPMorgan Chase and our CEO Chris Quickfall, discussed how businesses can build a compelling case for neuro-inclusion and the benefits it brings to the workplace. 

The Importance of Neuro-inclusion 

The discussion began with an acknowledgment of the unique perspectives and skills that neuro-distinct individuals bring to the table. Neuro-inclusion is not just about meeting legal requirements or being socially responsible; it is also about leveraging these unique talents to drive innovation and productivity. Tom emphasised that neurodiverse teams often excel in areas like problem-solving, creativity, and attention to detail, which can provide a competitive edge for businesses. 

Steps to Building a Business Case for Neuro-inclusion 

Understanding the Benefits: One of the first steps in building a business case for neuro-inclusion is to understand and articulate the benefits. These include improved employee satisfaction, reduced turnover, and increased innovation. By highlighting these benefits, businesses can make a strong case for why neuro-inclusion is not just the right thing to do but also makes good business sense. 

Creating an Inclusive Environment: It’s crucial to create an environment where neuro-distinct individuals can thrive. This involves providing necessary accommodations, such as flexible work schedules, quiet workspaces, and the use of assistive technologies. Training for all employees on neurodiversity and how to support their neuro-distinct colleagues is also essential. 

Measuring Success: To sustain neuro-inclusion efforts, it’s important to measure their success. This can be done through employee feedback, performance metrics, and tracking the career progression of neuro-distinct employees. These metrics can help in making continuous improvements and demonstrating the impact of neuro-inclusion initiatives. 

Tom’s Top Tips for Neuro-inclusion 

During the webinar, Tom shared his top tips for promoting neuro-inclusion in the workplace: 

‘Align with the Company’s North Star’: Identify the core values, mission, or key objectives that drive the company. Tailor your initiatives to align with these guiding principles, ensuring that your efforts resonate with the company’s overall direction and goals. 

‘Start Small and Showcase Success’: Instead of attempting to overhaul everything at once, focus on a specific, manageable project. Find a senior leader who supports your idea and pilot this project. Demonstrating practical, achievable results can create a ripple effect, encouraging broader adoption across the organisation. You don’t need to tackle everything; delivering a small, tangible success that can be built upon 

‘Think universal design’: Focus on existing processes and work practices becoming inclusive for all. Your North Star will tell you where to focus and your pilot will evidence the benefit of neuro-inclusion for individuals and the firm. 

We have put together a template to support organisations building a business case for neuro-inclusion. Download here.

Neuro-inclusion is a journey, and with commitment and the right strategies, businesses can make significant strides towards creating a truly inclusive workplace.