Language matters. Representation matters. How businesses of all sizes communicate, influences how people feel about us, including affecting whether they wish to join our workforce. Here are a few tips about inclusive communications.
Recruitment and selection often uses traditional recruitment methods such as on-line application forms, panel interviews and various forms of testing. These methods can have the effect of unintentionally excluding people as they are not necessarily the best way of fully understanding their ability to fulfil a job role
Babcock’s neurodiversity network’s vision is to create an inclusive working environment that is effective for all our people regardless of their learning styles and preferred ways of working. We will raise awareness through engagement with our leaders throughout the business.
“The network was set up to raise awareness of the common neurodiverse conditions, Attention Deficit Hyperactivity Disorder, Autistic Spectrum, Dyslexia, Dyspraxia, Dyscalculia, and Tourette’s Syndrome and to ensure we have the necessary support in place. We also want to create an inclusive working environment for all our people regardless of their learning styles and preferred ways of working.”
Whilst there are multiple forms of support available, sometimes just understanding each other is all that is needed, so the use of simple statements like the one below on email footers are really effective…
“Note: I am dyslexic and as such sometimes my emails may contain errors or not convey the intended message. If this is the case, please call me on the numbers provided and I will be able to explain what I mean.”
First impressions count! You never get a second chance to make a first impression
The Met Office’s 10 Steps to digital accessibility