Liberty Specialty Markets doubles down on neurodivergent inclusion

Liberty Specialty Markets (LSM), part of Liberty Mutual Insurance Group, is doubling down on having a proactive approach to neurodivergent inclusion. LSM is a long-time supporter of neurodiversity and inclusion within the workplace. LSM most recently developed its “Self I.D campaign”. This internal programme allows employees to self-identify their own disabilities, both visible and invisible. LSM is then able to use the data to support the less obviously identified factors that impact employees at work and in their personal lives. LSM is also able to spot and develop underrepresented talent, as well as identify areas where it needs to enhance its DE&I efforts. LSM has also worked with neurodivergent recruitment specialist, Exceptional Individuals, to deliver workplace assessments, lunch and learns, and specialised training. LSM announced its membership of the Group for Autism, Insurance, Investment and Neurodiversity (GAIN). By joining with GAIN, LSM is furthering a culture that delves deeper into diversity, equity, and inclusion, across all areas of their business.

As part of this push, LSM this year founded a new Inclusion Matters Employee Network called Able Matters for hidden and physical disabilities. LSM’s Inclusion Matters Employee Networks are employee-led and open for all to join. Their purpose is to celebrate LSM’s inclusive culture, enhance personal development, meet new colleagues, and discuss and spread awareness of important issues. The Able Matters network will create a space for colleagues to come together and learn how best to support their colleagues with a range of disabilities. LSM recognises that their employees and broking partners are key to their success. Offering a vibrant and inclusive environment, that is committed to career development, will enable neuro-typical, neurodivergent individuals alike to thrive and bring their whole selves to work.

Harminder Blackburn, Head of Enterprise and Business Architecture and Co-Chair of the Able Network, LSM, said “With more than 100 members, the network has already helped put neurodiversity and disability on the radar. It has made senior and junior colleagues alike more aware of the issues that people can face and made us examine our current approach to recruitment and the working environment. While there is still work to be done it has given us a platform and will keep us the right path.”

Supporting Neurodivergent Talents

by Prof. Amanda Kirby

In today's diverse and dynamic workplace, embracing neurodiversity is a strategy that not only benefits individuals but also leads to a more inclusive and innovative organisation. Neurodiversity acknowledges the various ways people think, process, communicate, and interact, emphasizing the unique strengths and talents that neurodivergent individuals bring to the table. In this article, we introduce the ground-breaking Do-IT Workplace Profiler, a cutting-edge tool designed to support and harness the potential of neurodivergent talents within your financial services organisation.

Understanding Neurodiversity

Neurodiversity encompasses a wide spectrum of neurological differences. Under the neurodivergent umbrella conditions are often included such as Dyslexia, Dyscalculia, Developmental Coordination Disorder (DCD), ADHD, Autism Spectrum Disorder, Developmental Language Disorder (DLD), and Tic Disorders, among others. These conditions often co-occur, shaping an individual's cognitive profile in distinct ways. However, due to lack of awareness and support, many neurodivergent individuals face challenges throughout their lives, affecting their education and employment trajectories. Studies have highlighted that inadequate support can lead to reduced confidence and missed opportunities in the workplace.

Challenges in Identification and Diagnosis

Identifying different and neurodiverse talents can be complex, particularly when individuals present with co-occurring conditions that do not neatly fit into established diagnostic categories. This is especially true for certain demographic groups, where misdiagnosis or missed diagnoses can occur. Historically, certain conditions like ADHD, Autism, and DCD were often overlooked in females, leading to a potential loss of talent and hindering organizational growth.

A Person-Centered Approach

A paradigm shift is underway, moving away from categorical diagnostic models to more person-centered and needs-led approaches. This shift recognizes that every individual is unique, and a holistic assessment that considers biological, psychological, and social factors is crucial for effective support. The Do-IT Profiler, developed over two decades of clinical and research experience, embodies this approach by capturing comprehensive data and delivering tailored support.

Introducing the Neurodiversity Workplace Profiler

The Neurodiversity Workplace Profiler is a revolutionary tool that empowers organizations to support their neurodiverse workforce effectively. It employs a biopsychosocial framework to assess an individual's strengths and challenges within their specific work context. The profiler features modules with adaptable content and design, accommodating diverse factors such as age, cognitive profiles, and more.

Key features of the Neurodiversity Workplace Profiler include:

Comprehensive Screening: The tool offers a thorough assessment of various neurodivergent traits, supplemented by specific work and wellbeing tools.

Instant Guidance: The profiler provides immediate, person-centered recommendations for workplace adjustments, ensuring inclusivity and accessibility.

Versatility: Suitable for specific teams or organization-wide use, the profiler is adaptable across sectors, including finance, tech, healthcare, and education.

Ease of Implementation: With minimal training required, organizations can seamlessly integrate the profiler into their processes.

Customizable Content: Additional content can be tailored to align with organizational processes and requirements.

Data-Driven Insights: Accessible data and a management dashboard enable informed decision-making and future planning.

Security: Built on Microsoft Azure, the profiler boasts robust security measures, including Single Sign On and 2 Factor Authentication options.

Unlocking Neurodiverse Potential

The Neurodiversity Workplace Profiler represents a ground-breaking step toward fostering an inclusive and innovative work environment. By adopting a person-centered and needs-led approach, organizations can identify and support neurodiverse talents, creating pathways for individuals to thrive and contribute meaningfully to their teams. In the financial services sector, where diverse perspectives and creative problem-solving are essential, the profiler offers a powerful solution to tap into the full spectrum of human potential.

Incorporating the Neurodiversity Workplace Profiler into your organization's toolkit is not just a commitment to inclusivity, but a strategic investment in the diverse talents that drive success in today's fast-paced and ever-evolving financial landscape. Embrace neurodiversity, harness its advantages, and lead your organization toward a brighter, more inclusive future.

As the founder and CEO of Do-IT Solutions and profiler, Professor Amanda Kirby has the unique experience of straddling health, education, and the workplace. She is a Neurodiversity campaigner, Parent of ND kids, ND; Speaker, Consultant, G.P., Academic, Chair of the ADHD Foundation and has received the following awards in 2022/3: Author, Top 33 Business Influencers and 50 Unstoppable Women; Lifetime Achievement.

Thinking Differently – Ambitious Goals and New Terms at School, by Peter Hamilton

I was lucky enough recently to attend a reception at the House of Lords on behalf of ‘Ambitious about Autism'.

Ambitious about Autism (AaA) is a national charity for autistic children and young people. They believe that every autistic child has the right to be themselves and realise their ambitions. The charity champions rights, campaigns for change and creates opportunities.

There were a number of speeches at the event. Sir Robert Buckland MP outlined the Parliamentary review he is leading; Tom Pursglove MP, the Disability Minister talked about the importance of helping autistic people into work, from a social perspective, but just as importantly, from a business perspective, highlighting the benefits of different ways of thinking, of different perspectives.

For me, the most impactful and inspirational presentation was from Sophie, who works at Marsh, and who joined them a year or so back via a partnership they have had with Ambitious about Autism. She was diagnosed as autistic at the age of 16, and she talked brilliantly about some of the challenges she has faced but also the strengths she brings to an employer. The insights I picked up were many and varied – I wanted to share just a few here:

• The diagnosis helped her to understand why she felt and acted the way she did about lots of things. She talked of how it can be hard and sometimes intimidating to navigate a world in different ways to her peers, but also talked of the strong sense of community.

• It’s too easy to make broad generalisations about autistic people – all are geniuses or find social interaction difficult, for example. There’s a huge range – once you’ve met one autistic person, you’ve met one autistic person.

• She talked of an ‘employment Catch 22’ – do I disclose my autism or not? If I do, I might be quickly filtered out by recruiters looking for the easiest option. If I don’t disclose, and I get the job, I may be compelled to expend huge energy on ‘masking’ who I really am, and not benefitting from what can be really easy (and cheap) accommodations to help me thrive at work. These could be noise cancelling headphones, just a bit of thought as to where someone sits, or flexibility in working patterns for example.

• AaA helped Sophie overcome the Catch 22, she got a role with a company who knew what traits to expect, but also how to maximise the differential skills she bought, and to see how she was driven, passionate and hardworking. The application process allowed her to show the kind of person she was and to evidence that she could do the job.

• She finished by reiterating that there is as much diversity within the autistic world as outside it – ‘we have emotional depths and so much to give’.

It’s in the context of the above that I’m so delighted that Zurich have announced this year a 3 year programme with ‘AaA to develop a national programme supporting the mental health of autistic pupils in mainstream secondary school. Linked to that, AaA are also developing training for our own staff.

The programme “Autistic and OK”, aims to reach thousands of autistic young people in the UK and will also provide support and guidance to thousands of parents and care-givers to help them proactively care for their mental wellbeing. It will pioneer ground-breaking autism acceptance toolkits for secondary schools to provide resources for autistic pupils, non-autistic peers and teachers. The toolkit will empower autistic young people with the knowledge and self-awareness to proactively look after their own mental wellbeing before reaching crisis point.

The grant will enable the charity to provide toolkits for up to 600 secondary schools, with the eventual aim of providing them to all schools in the UK.

Why is support needed now?

Last year, a government review identified a “vicious cycle” of late intervention and an inefficient allocation of the resources needed to help those with special educational needs in schools. For autistic pupils, this leads to disproportionately high school exclusions, as well as increased absenteeism, according to AaA.

More than 60,000 pupils in state secondary schools currently receive support for autism as their primary need, although the true number of autistic students is likely to be higher. In response to the government’s review, AaA has called for greater prioritisation of mental health and wellbeing in schools.

Jolanta Lasota, Chief Executive of AaA observed at the launch “Our programme is built on the premise that to support mental wellbeing in autistic young people we need to change the environment, not the individual. By embedding our programme in schools and working with families and the wider school community, we will build an ecosystem of support to ensure autistic young people will be understood, respected, and able to thrive into adulthood.”

I’m sure our partnership will help many autistic children approach new school terms with greater confidence, and the training for our teams will equally help them approach what to them may be unfamiliar terms with new confidence and insight.

You can

• Learn more about Peter Hamilton at his LinkedIn page,

• Visit the Zurich Insurance website

• Visit the Ambitious About Autism website

• Read more about the partnership between Zurich Insurance and Ambitious About Autism here.