Understand your people, places and experiences
Workplace assessment
What a NEUR!TIDE workplace assessment includes
We explore with the person receiving the workplace assessment, their neurodifferences, what they have tried, what they enjoy, and don’t enjoy, what’s going well.
From there we then explore:
Workstations and all the environment.
IT, technology and other tools used.
Workload.
Approaches to tasks.
What adjustments have been tried.
Colleague and manager support and knowledge.
Support from others.
Relationships.
Career and training opportunities.
Where overwhelm and friction occurs.
It is important to have conversations with their manager too, so that we can gain an even more in-depth report which adds strength.
We discuss, experience, observe all to enable a full holistic human appraisal.
Purpose of a NEUR!TIDE workplace assessment
It is to enable your organisation to meet the legal duties under the Equality Act 2010 and to enable your colleague to thrive.
Whilst we also look for what’s going well, we always look for where barriers and friction exist. This is where the purpose of the report comes to life. Once they are removed, then your colleague will be able to shine and thrive.
What you receive
We deliver to the person we just met, the detailed workplace assessment report which includes where they are having challenges and why. But not just challenges, we also highlight what is going well too.
Tailored recommendations of suitable adjustments, and other appropriate guidance are a main feature of the report.
You also get the benefit of Neuro Tide’s extensive neurodiversity and neuroinclusion expertise. Our own neurodifferences and work experience gives us a special deep insights that most don’t have.
Neuroinclusion insights survey
What is a NEUR!TIDE neuroinclusion insights survey
It is a set of pre-agreed questions which provides an anonymised dataset.
The dataset, for employers for example, includes how many neurodiverse and neurotypical people work in that team, site, organisation.
With the two streams of information you now have comparable information about experiences across recruitment and the employee lifecycle.
You will be able to see who identifies as neurodiverse and which they identify with. This enables a focused approach based on the data to see where experiences are negative, positive and about the same, for neurodiverse people and by what neurodifference.
The insights survey also provides open feedback, an opportunity to highlight what is going well, and also to seek support should they wish.
More than just an insights report
The anonymised data will allow for focused action across your organisation.
By putting the most urgent changes in place first, you will have the biggest impact sooner.
The report guides you with practical recommendations as well as giving a guide on what is most urgent and why.
Neuroinclusion audit
One document, up to the full organisation.
Wherever human beings experience your place, process, systems documents, websites, then there is a significant chance that many are neurodiverse.
Customers, clients passengers, employees, visitors, applicants, drivers.
All need consideration under the equality act 2010, so you need to make sure you are not at risk of discrimination and potential legal action.
What we do
Across the full spectrum of the core neurodifferences ADHD, autism, dyslexia, dyscalculia, dysgraphia, dyspraxia and tics / Tourettes, we ascertain whether or not something is
A: Not neuroinclusive,
B: Partially neuroinclusive or
C: Neuroinclusive.
The scope dictates the questions asked, but against those we look through the lens of a particular user. Perhaps it is an employee, or perhaps a visitor, or maybe a passenger.
No two people with the same neurodifference are alike, and so this is why Neuro Tide have designed a percentage score.
NEUR!TIDE’s neuroinclusion audits began before BSI guidelines.
We know what neuroinclusion means, the challenges, the strengths, the nuances, and have been exceeding the guidelines before they were written.
We make observations with consideration to Design for the Mind. Neurodiversity & the Built Environment PAS 6463 and your industry team guidelines and legislation.
It is of course important too to ensure that your character and voice stays strong. We don’t want bland, we want interesting, but it has to be accessible.
Making technical information easier to use.
Neuro Tide reviewed construction product data sheets through a neuroinclusive and accessibility informed lens.
The audit explored visual load, layout, sequencing, language and information density to identify where accurate technical information could be easier to find, process and apply.
The resulting work informed changes designed to make important product information easier to navigate and use with confidence.
Turning observation into published guidance.
Neuro Tide carried out an independent neuroinclusion audit of community engagement workshops, strategic advisory meetings and associated presentation materials for the Engineering and Physical Sciences Research Council.
The findings informed published guidance and a neuroinclusive meeting and event checklist designed to support wider practice across research and engagement settings.
A detailed practical neuroinclusion report.
We go beyond just sharing observations. You get a detailed report including findings, scores, and practical guidance and recommendations.
We also include what we believe to be most urgent and what is not. The full report gives you robust information to guide on priorities and the action plan going forward.
Neuroinclusion score
NEUR!TIDE’s neuroinclusion score explained
We have a set number of questions we have, split across areas such as technology and electrical systems, reading and communication, lighting and windows, navigation and wayfinding, prominence, patterns and familiarity. Not the full list but this can be supplied on request.
A meeting room or document is observed and experienced and under those headings the questions asked produce one of three answer:
A: Not neuroinclusive,
B: Partially neuroinclusive or
C: Neuroinclusive.
Using our system we convert how many of each answer, where that in turn provides a percentage score.
Score example
A: Not neuroinclusive are scored as 0,
B: Partially neuroinclusive scored as 1
C: Neuroinclusive scored as 2.
In an example of 20 criteria, if 5 each score 0 (= 0 points), 9 each score 1 (=9 points), and the remaining 6 each score 2 (=12 points), this would equate to a neuroinclusive score of 52.5% neuroinclusive.
21 Points were achieved out of a total available 40.