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An ever growing community of coaches, faciliators and designers and subject experts — designing and delivering learning experiences and resources that make a real impact on your business challenges.

An ever growing community of coaches, faciliators and designers and subject experts — designing and delivering learning experiences and resources that…

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On-demand resources, in-demand skills

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As part of their study into neurodiversity, and efforts to up the awareness of its meaning among team members globally — Universal Music published the Creative Differences report; an enlightening and much needed insight into the reality of neurodivergence and many strentghs that people with neurodivergent profiles have. Animations sharing first person perspectives, were also produced — shared here alongside the report itself.

First person perspectives: How it feels to be neurodivergent at work

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HR leader and neurodiversity subject expert, Anne shares insights into this particular neurodivergent condition as well as the strengths and challenges that accompany it.

Neurodiversity know-how. Dyslexia with Dr. Anne Cockayne

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Neurodiversity know-how. ADHD with Dr. Anne Cockayne

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Neurodiversity know-how. Autism with Dr. Anne Cockayne

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HR leader and neurodiversity subject expert Anne shares a short overview of the concept of neurodiversity, the distinction between being neurodivergent and neurotypical and the meaning of the 'neurodiversity paradigm'

Neurodiversity explained, with Dr. Anne Cockayne

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HR leader and neurodiversity subject expert Dr. Anne Cockayne shares some insights into the concept of 'adjustment', distinguishing those that are 'proactive' from those that are 'reactive' — and advocating for plenty of intention around the former.

Neuroinclusion at work: Thinking about adjustments

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HR leader and neurodiversity subject expert Dr. Anne Cockayne shares some insights into the 'Spiky Profile' — a fascinating way to differentiate neurotypical and neurodivergent profiles, and remind ourselves of the opportunity for strengths based approaches to managing and collaborating with others.

Neurodiversity know-how: The Spiky Profile explained

Neurodivergent Perspectives Lexi Keegan in conversation with Dr Anne Cockayne low

In this conversational film, Senior Social Researcher Lexi Keegan and HR leader and neurodiversity subject expert Dr. Anne Cockayne discuss the challenges and opportunities that come with being neurodivergent at work (both as a manager and team member), the power of strengths-based approaches in teams and how different approaches to disclosure around neurodivergence can best drive considerate and intentional inclusion. Anne and Lexi are also mother and daughter.

Neurodivergent Perspectives. Lexi Keegan in conversation with Dr. Anne Cockayne

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The Diversity Partnership founders, and YCN Associate Abi Adamson shares some purposeful perspective on what she refers to here as 'The P word'. Awareness of our own privilege, and opportunities to reflect on its nature can create powerful chances to use it in the service of others.

Perspectives on privilege, with Abi Adamson

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The Diversity Partnership founder shares an invitation to reflect on your own privilege and characteristics — and the moments in life in which we've had to consider them.

Privilege reflections. With Abi Adamson

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The Diversity Partnership founder advocates for widening our world view —  and that ensuring rich, relevant and diverse perspectives are present in our social media feeds.

Diversify your feed. With Abi Adamson

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"No-ones looking for a grand gesture". In this short film The Diversity Partnership founder makes the case for us all being able to identify our privilege and to practically use it in the service of others.

What's your Privilege Pledge? With Abi Adamson

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Here Abi, founder of The Diversity Partnership, demystifies the idea of allyship; adovcating for its importance at work — and drawing a distinction between being an ally and being a saviour.

Effective Allyship. With Abi Adamson

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Abi creates some distinctions between the different types of allyship available to us — and advocates for those that really see us intentionally advancing opportunities for others in the day-to-day.

Mentors, Sponsors and Champions. With Abi Adamson

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Digital product studio ustwo founder Matt Miller — aka Mills —  describes his experience of ADHD, what it's meant for his working relationships and the transformative power of neurodiversity.

ADHD, work and leading teams — a first person perspective

Neuroslide

This pack of resources supports much of the content covered in our neurodiversity courses, both for managers and broader teams. Included also are our session slides, for internal sharing and refreshing on key themes and ideas.

Course Pack: Neurodiversity

We hope these curated resources, many referenced in our bitesize Art of saying No (and how to say Yes) course, will help to deepen your understanding on the topic — and will be useful to point others towards too. We've shared the facilitator workshop slides too, so you can replay what was covered among your teams. Be proactive, and learn by teaching!

Course Pack: The art of saying No (and how to say Yes)

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This 15-minute tool is intended to raise awareness, inspire curiosity and further conversation around the topic of neurodiversity — helping us all to think smarter about thinking differently.

eCourse: Neurodiversity and Neuroinclusion — A purposeful primer

Encourage your team to get to know each other on a deeper level, discussing differences and strengths — by using the hundred-year-old personality test as a simple tool for connection and conversation.

Get your team talking to each other with a practical take on the Myers-Briggs personality test

Talking

Whether you’ve got a new team that hasn’t worked together before, or want to bring new energy into a group, this simple exercise helps everyone get to know each other to make workflows more enjoyable and efficient for all.

Knowing me, knowing you

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Understanding the distinction between Calling Out and Calling in; and arming ourselves with timely expressions and intentional language will enable us to tackle microaggressions and contribute to cultures of inclusion, belonging and psychological safety. Some useful expressions are shared below to enable purposeful conversation and support reflection.

Intentional Interruption: Calling Out vs. Calling In microaggressions

Neuroworkplace

Modern workplace design is emphasising a variety of options that enable people to find a space that fits their specific needs for the task at hand; and supports specific neurodivergent conditions, and sensory processing styles. This visual guide, created by global design practice HOK, shows how neuroinclusive design considerations ultimately benefit everyone.

The Neuroinclusive workplace — a thought-provoking visual guide

Circlesheila

In her book Just Work, coach and author of best-seller Radical Candor, Kim Scott reminds us of the power of keeping 'I', 'It' and 'You' in mind when calling out bias (and other unhelpful behaviour) both personally or as an upstander among our teams. In this resource we explore the idea of 'I statements', and share examples of such statements being positively and purposefully applied. How might you make use of 'I Statements' to beat bias, bring more candour to your team communication and inspire others towards ever more productive workplaces?

Using 'I statements' to challenge bias

Originally conceived by Ben Dattner and developed further by the bright minds at Leapers, a Manual of Me is a really useful tool for showing people how they can best work with you. A Manual of Me creates positive conversations among teams about strengths, differences and inclusive collaboration. We reference the tool regularly in our training sessions on neurodiversity, and this resource shares some more context for those keen to experiment with a Manual of Me, as well as some advice from those who already have.

Create your personal user guide with a Manual of Me

These slides and curated resources support a live workshop focussed on microaggressions, and ways to call them out, and call them in. We hope they'll help you to dig deeper, continue your learning and share key ideas and conversations among your team.

Course Pack: Microaggressions

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A purposeful, playful and proven tool to try among teams (or indeed solo) — de Bono's legendary Six Thinking Hats gets us intentionally out of our default world view, ensures diverse perspectives are being entertained and that default biases are dampened.

Encourage diverse perspectives, with Edward de Bono's Six Thinking Hats

CI Miro

This curated collection of resources supports much of the content covered in our Conscious Inclusion workshops. Included is a link to the workshop's Miro board, for internal sharing and refreshing on key themes and ideas. A great way to embed learning is to teach something new to someone else.

Course Pack: Conscious Inclusion

U Bice

In our Conscious Inclusion workshops we explore the SEEDS model, conceived by the NeuroLeadership Institute as a tool for recognising and mitigating core kinds of bias (from Similarity to Safety) that can find their way into the day-to-day. It's a super practical and enlightening tool, and in this resource we introduce it — and share experiments for 'outsmarting ourselves' when it comes to each of the five SEEDS steps.

Discover and apply the SEEDS model, to defeat bias in everyday decisions

Silent Meeting

There's lots that can derail a meeting and tip the balance of participation. Dominant voices, a lack of agenda, or distinct absence of purpose can all play their part. The good news? There are plenty of practical experiments we can run towards more meaningful and motivating meetings — and a 'Silent Meeting' is one of them.

Make your next meeting a Silent Meeting

Ally Icon

Developed alongside Abi Adamson at the Diversity Partnership; this new, positive and purposeful course of micro-learning is for anyone keen to deepen their understanding of the opportunity for greater allyship and advocacy, and to discover, try and apply and share practical and proven approaches.

Micro-learning: Effective Allyship

4 Ds

Psychologically safe work environments rely on our ability to open conversation around interactions that make us, and others, feel uncomfortable, excluded or offended. This framework can help you be intentional and considered in the way you approach doing just that.

The 4Ds. A practical framework for acknowledging microaggressions

When someone responds to something that's been raised by re-directing attention to the way it's been raised, that's tone policing. It's not always done with a toxic intention, but it's always unhelpful when safe and inclusive cultures are sought. Here we share some more insights into the concept, some examples of it in effect and ideas for how to purposefully challenge it.

Tone Policing - What it is, why it's unhelpful and how to helpfully notice it.

Allyship CP

This pack of resources supports much of the content covered in our Effective Allyship workshop. Included alongside a pic'n'mix of curated resources are our session slides, for internal sharing and refreshing on key themes and ideas.

Course Pack: Effective Allyship, with Abi Adamson

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This punchy and purposeful 30 minute eCourse will help you to deepen your understanding of unconscious bias, reflect on where bias could be impacting decisions in your own working culture — and arm yourself with positive and practical steps to consciously counter it.