New Possible’s British Recruitment Awards sets out to discover and celebrate the organisations that are truly passionate about recruitment’s role in building a thriving organisation.
In our ‘Sharing Success’ series, we interview British Recruitment Awards Winners to shine a light on the inspiring projects that are improving workplaces across the UK and beyond. In this article we interview Emma-Louise Taylor at Gi Group, Winners of the 2024 ‘Diversity & Inclusion Initiative of the Year’ category.
Introducing Emma-Louise Taylor
Emma-Louise is the Group Head of Learning, Development, and EDI (UK&I) at Gi Group. She sets the strategic direction and actions for learning and development, catering to everyone from grassroot employees to senior managers. Additionally, she drives and delivers true EDI within Gi Group, extending these efforts to Gi Group’s clients and their candidates.
About Gi Group
Gi Group UK is a leading provider of recruitment, staffing, and workforce management solutions. They are one of the UK’s largest staffing companies and offer comprehensive services across various sectors, including temporary and permanent staffing and professional search and selection. Gi Group is committed to enhancing the efficiency and performance of their clients' workforce through delivering tailored solutions that meet their unique needs as well as those of Gi Group’s candidates. Gi Group’s core values focus on care, responsibility, sustainability, continuous learning and innovation, collaboration and passion.
Creating an Inclusive Workplace for Neurodiverse Talent
In a pioneering move to foster an inclusive environment for neurodiverse employees, Gi Group has introduced a comprehensive neurodivergence initiative that focuses on education, support, and inclusive practices. This initiative includes the development of a unique 'Neurodivergence in the Workplace' guide, a role model programme, webinars, neuro-inclusion training, and a tailored employee value proposition. These efforts aim to address the challenges faced by neurodiverse individuals while unlocking their potential and empowering them within the organisation.
Recognising the underrepresentation of neurodiverse individuals in traditional workplaces, Gi Group launched this initiative with clear goals:
- Increase awareness and understanding of neurodivergence among employees and clients.
- Foster a supportive work environment customised for neurodiverse needs.
- Promote leadership through neurodiverse role models.
- Improve recruitment and retention through inclusive hiring and onboarding practices.
- Support personal development with neuro-friendly training opportunities.
When asked what motivated Gi Group to launch the initiative, Emma-Louise said “I myself am neurodivergent and up until two years ago had no idea. My co-lead Lauren McNeal, who is also neurodiverse, and I wanted to change the perception and narrative around what being neurodivergent was and educate our colleagues and clients on how to get the very best out of neurodivergent colleagues. For us, it was about facilitating an environment and processes that allow neurodivergent people to thrive, and having neurotypical colleagues and managers recognise it as an opportunity to unlock potential rather than a hindrance. The most common challenges experienced by neurodivergent people in the workplace come through lack of education and understanding, and in equal measure, how to support and encourage neurodivergent colleagues to thrive and bring their authentic selves.”
Implementing Inclusive Practices Across Gi Group
The initiative has led to the implementation of several impactful measures:
- Neurodivergence in the Workplace Guide: A comprehensive resource shared internally and with clients to improve support for neurodiverse employees.
- Role Model Programme: Showcasing neurodiverse employees within Gi Group to inspire others and foster a culture of understanding.
- Webinars and Training: Internal and external webinars reached over 425 participants, alongside 262 hours of additional neurodiversity training, with neuro-inclusion training provided to over 65% of Gi Group’s leadership.
- Flexible Employee Value Proposition: Providing hybrid and flexible work options, counselling, alternative therapies, and a neuro-loan to support neurodiverse employees and their families.
- Inclusive Recruitment and Onboarding: New practices include redacted applications, flexible interviews, and onboarding processes to ensure fair hiring.
- Neuro-Friendly Development Programmes: Designed by neurodiverse individuals to ensure relevance and accessibility, these programmes empower neurodiverse employees to thrive.
- Neurodiversity in Business Pledge: As a member, Gi Group demonstrates its commitment to continuous improvement in neurodiverse inclusion.
When asked to explain the role model programme further, Emma-Louise commented: “Our role model programme has increased awareness and education around what neurodiversity can bring to the company. It also showcases top talent and creates an environment of genuine openness and embrace of neurodiversity. We have elected individuals who are neurodiverse and seen as ambassadors and mentors for people within the business, both neurotypical and neurodiverse, who aid in educating and coaching through webinars and 1-1 exchanges. We’ve seen an increase in people disclosing their neurodiversity, as well as non-neurodiverse colleagues asking questions and sharing best practices outside our business with our clients.”
Impact
Gi Group's neurodivergence initiative has led to substantial improvements in workplace culture and employee satisfaction. Feedback indicates an increased awareness and celebration of neurodiversity among employees and clients, with 100% of disclosed neurodivergent employees reporting greater job satisfaction and wellbeing due to the initiative’s supportive measures. The inclusive recruitment practices have also resulted in a boost in hiring and retaining neurodiverse talent, enriching Gi Group’s workforce and driving innovation.
Through these actions, Gi Group is helping to set a new industry standard for diversity and inclusion, with a commitment to providing neurodiverse individuals the opportunity to succeed both within and beyond the organisation.
Overall, judges praised the ‘positive action taken to provide an inclusive workplace,’ calling the initiative ‘thoughtful and impactful.’
What advice would Emma-Louise give to other companies interested in launching similar initiatives to support neurodiverse employees?
“For me, it’s all about the people. We promote a culture of openness, trust, acceptance, and authenticity, as we feel if people truly believe they can be themselves at work unapologetically, they will thrive. A huge part of our success has come from ensuring we are engaging with our people at all times, and we create opportunities for our people to learn and ask questions in a safe space. One of our biggest strengths is giving our people the voice and narrative to create the change they want to see, and for me, that’s what allowed this particular initiative to thrive.”
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