The Cumberland Building Society has launched a neurodiversity toolkit to help inform its workforce about neurodiversity and the challenges neurodiverse individuals face both in the workplace and day-to-day life.
The toolkit includes stories of neurodiverse colleagues, information about the strengths and challenges of neurodiverse conditions and the benefits of neurodiversity in the workplace. It also signposts employees to resources and provides access to guidance on disclosing neurodivergent conditions within the workplace.
The organisation will roll the toolkit out via training sessions, webinars and events held at both head office and branch level.
It created the toolkit in conjunction with Owl Blue, a Cumbria-based charity which works with neurodiverse individuals and their families, as well as with local businesses on their neurodiversity policies. The charity already provides neurodiversity training and one-to-one drop-in sessions for the building society’s employees.
Abbie Curzon, HR co-ordinator at Cumberland Building Society, who spearheaded the toolkit, said: “I’m really pleased that we are launching this toolkit to help people from across the business understand neurodiverse conditions more and to show our neurodiverse colleagues that we are committed to supporting them in any way that they need.
“I wasn’t diagnosed with autism until my late teens as neurodiversity awareness at the time was very low. Even when staff at school first started to recognise signs that I may be living with a neurodiverse condition, it took about two years to get a diagnosis.
“I hope that this toolkit, and the other support systems that we’ve put in place, will help to educate people on what neurodiversity is and how it may affect their colleagues, friends and family so that they are better placed to be able to properly support them.”
Jill Johnston, chief people officer at The Cumberland, added: “At the Cumberland, our Kinder Banking purpose highlights our commitment to looking after our employees, our customers and our communities. Everyone will have family members, friends or colleagues that are neurodivergent, and we want to ensure that all colleagues feel supported and included during their time with us.
“We pride ourselves on colleague wellbeing and put this at the forefront as we continue to create and embed a culture where people feel proud to work and a place where we can be our authentic selves. Our people and culture team also work collaboratively with all areas of the business and so our chief information officer Ian Stacey will be sponsoring this particular focus for the business.
“The talents that neurodivergent people can bring to the workforce are too valuable to miss. In an ever-changing and growing world, we need to accept, include, and involve all people in life and work. This is good for us as a business as we can be more competitive in the market as we have a more diverse and inclusive workforce with wider talents.
“Creating this toolkit allows us to help raise awareness and discussions around neurodiversity and helps to provide a platform for training with our connection to Owl Blue, creating a shift in outdated attitudes.”
