Bjièn offers customised consulting and helps you step by step to make your company more neuro-inclusive. We work with you on various aspects, according to your needs and preferences.
- Kick-start: Evaluating and assessing work environments
- Strategies at the organisational level
- Strategies at the team level
- Strategies at the individual level
- Starting an advisory group on neurodiversity
- Strategies for managers of neurodiverse teams
- Neuro-inclusive design for facilities and/or events
- Neuro-inclusive recruitment and onboarding
During these consulting sessions, we delve deeper into your specific problems or issues, or provide the necessary hands-on guidance.
Kick-start: Evaluating and assessing work environments
Through an audit, we assess current performance regarding the recruitment and retention of neurodivergent people. With an objective overview of the current state of affairs and opportunities for improvement, we can make targeted adjustments.
Strategies at the organisational level
We focus on elements such as the why and how of psychological safety, transparency, awareness, allyship, and defining an inclusive formal policy.
Here, we examine how to communicate clearly in a neurodiverse organisation, how to raise awareness, what Employee Resource Groups (ERGs) are and why they are important, and how to establish a DE&I (Diversity, Equity & Inclusion) policy that considers neurodiversity.
Strategies at the team level
Where people work in teams or otherwise interact, challenges and frictions often arise again. Moreover, every team – and the personalities of its members – is different.
Therefore, we examine what a neuro-inclusive feedback culture and corresponding evaluations look like, why cross-functional teams are so important, and what we concretely need to achieve productive team dynamics and agreements. Although this can vary for each team, there are some basic aspects we consider.
Strategies at the individual level
Every person is unique, with their own strengths, challenges, and sensitivities. By providing the necessary support at work on an individual level, we can leverage everyone’s potential.
We first look at what is possible and necessary for a neuro-inclusive work environment – individual reasonable adjustments and Universal Design. What are they, why are they important, and how do we approach this? And can certain skills and behaviours be trained?
Finally, we address the importance of strength-based management in a neurodiverse organisation and how we can implement this concretely.
Starting an advisory group on neurodiversity
We guide you in setting up an internal advisory group or ERG (Employee Resource Group) focused on neurodiversity. Together, we establish the mission, vision, goals, and roadmap for this new advisory group so that it supports the company’s objectives.
Strategies for managers of neurodiverse teams
Are your managers feeling a bit lost? Do they not know how to handle their neurodiverse team? Or are they neurodivergent themselves? And do all good intentions seem not to have the desired effect? We are happy to guide your managers in facilitating their neurodiverse team. How can you, as a leader, best manage the work and mental load of your neurodiverse team to improve their resilience, productivity, and well-being?
Neuro-inclusive design for facilities and/or events
How can you best design your office and location so that it is pleasant for all employees, specifically neurodivergent employees – allowing everyone to work as optimally as possible and reach their potential?
For events too, the right approach can make all the difference in enjoying your event. What information is best to request and share in advance? How can you best set up your event so that it is accessible to everyone – especially neurodivergent participants?
We help you develop a neuro-inclusive design and learn to identify barriers for neurodivergent employees and participants in the physical workplace or at a physical event.
Neuro-inclusive recruitment and onboarding
Together, we scrutinise current job openings and the recruitment and onboarding process. We then look at potential optimisations to make everything run as smoothly as possible for everyone during the process and also to attract new talent. This expands the pool of potential talent.
