How to create inclusivity?
The Challenge
PwC faced several challenges related to neurodiversity, including:
❌ Lack of Awareness and Safe Spaces – Employees were hesitant to disclose due to stigma and fear of discrimination.
❌One-Size-Fits-All Frameworks – Standardised policies did not account for individual cognitive differences, limiting employees’ potential.
❌ Complex Organisational Structure – With 350,000 employees globally, implementing change required scalable and tailored solutions.
Requirements
PwC sought a solution that:
✔ Provided data-driven insights into cognitive profiles.
✔ Offered personalised adjustments and strategies.
✔ Embedded neuro-inclusion into existing frameworks rather than creating separate processes.
✔ Scaled effectively within a complex organisation.
The Solution
PwC partnered with Cognassist to implement a comprehensive neuro-inclusion strategy that supports employees, empowers managers, and strengthens organisational practices through data-driven insights.
Empowering Employees through Self-Awareness and Support – PwC introduced cognitive profiling for 500 employees, enabling individuals to better understand their cognitive strengths and challenges. This process fostered greater self-awareness, allowing employees to adopt personalised strategies that enhance performance and well-being. Employees were supported through tailored training and workshops, equipping them with tools to leverage their cognitive diversity effectively.
Equipping Managers to Provide Targeted Support – Managers received dedicated training programmes focused on neurodiversity, enabling them to create inclusive environments. With access to cognitive profiles and practical tools, managers felt more confident in adapting their coaching styles and performance reviews to meet individual needs. A network of 15 champions was also established to provide peer support and drive localised initiatives, reducing reliance on formal HR processes.
Enhancing Organisational Practices with Data-Driven Insights – PwC integrated neuro-inclusion into its existing frameworks, embedding adjustments within talent management and coaching processes. Aggregate data from cognitive profiling provided leadership with actionable insights, helping to inform future policies and practices. This approach ensured that neuro-inclusion efforts complemented existing structures, enabling scalability without adding complexity.
Building Safe Communities and Peer Support Networks – Safe spaces were created through drop-in sessions and peer support groups, where employees could share experiences and build connections. By sharing personal stories, employees reduced stigma, fostered empathy, and normalised conversations around neurodiversity.
Impact
PwC’s neuro-inclusion strategy has delivered measurable improvements across employees, managers, and organisational culture.
✅ For Employees
Over 300 employees attended the initial awareness session, sparking widespread engagement.
Cognitive profiling provided employees with personalised strategies, leading to improved self-awareness, performance, and collaboration.
Safe spaces and peer networks reduced stigma and empowered individuals to share experiences confidently.
✅ For Managers
Managers reported increased confidence in supporting neurodiverse employees through data-driven insights and targeted training.
Access to cognitive profiles and peer champions provided practical tools for adapting coaching and performance reviews.
Reduced reliance on formal HR interventions streamlined support and promoted inclusive practices.
✅ For the Organisation
60 volunteers stepped forward as champions, quadrupling the initial target and creating momentum for ongoing advocacy.
Aggregate data from cognitive profiling informed organisational policies, ensuring decisions are driven by evidence rather than assumptions.
Enhanced collaboration and innovation emerged from improved understanding of team dynamics and cognitive diversity.
The Journey has just begun…
Building on its success, PwC is committed to expanding its neuro-inclusion initiatives to sustain momentum and maximise impact. Cognitive profiling and training programmes will be extended to additional teams and departments. Awareness sessions and workshops will be increased to deepen engagement across the organisation.
Aggregated data will be used to refine HR policies and frameworks, ensuring they are inclusive and adaptable to diverse needs. New guidelines will be developed to support neurodiverse employees at all career stages.
Long-term impact will be measured through retention rates, employee satisfaction, and performance metrics. Data insights will drive continuous adaptation and refinement of strategies, ensuring sustained growth and success.
