Last year, St Oswald’s Hospice was one of 132 organisations participating in the Neurodiversity Employers Index NDEI®. Based in the North East, St Oswald’s Hospice provides specialist care and support to babies, young people and adults with progressive life-limiting conditions.

We spoke to Leigh Marrs, the head of learning and organisational development, to hear why St Oswald’s took part in the NDEI® and learn about their neuroinclusion initiatives that helped them earn a silver NDEI® award.

How did you hear about the NDEI®, and why did you want to participate?

I first came across the NDEI® on the Autistica website in January 2024. As soon as I read about it, I knew I wanted to be involved. Previously, I had seen neurodivergence addressed from a deficit perspective, but I wanted to participate in an initiative that focuses on strengths.

When I first came across the NDEI®, workplace neuroinclusion was new to us at St Oswald’s. We were just starting to understand what neurodiversity meant and how some people were disadvantaged in finding and keeping a job depending on their neurotype. I wanted St Oswald’s Hospice to take part in the NDEI® to allow us to measure how neuroinclusive we were and see what more we could do.

Why is it important for St Oswald’s to prioritise neuroinclusion?

Recruiting and supporting neurodivergent people isn’t just about accommodating different needs; it’s about genuinely recognising the value of different ways of thinking. When people feel they belong, they do their best work. They feel confident to be themselves and as a result are more engaged, loyal and empowered. I wanted to, hand on heart, be able to say that is the experience of all of our staff.

What are the benefits of neurodiverse teams? (teams with different neurotypes, including neurodivergent and non-neurodivergent people)

People often forget that neurodiversity includes all people, both neurodivergent and neurotypical. Not having a range of neurotypes on a team can limit creativity, innovation, and problem-solving. By combining complementary strengths, such as attention to detail, lateral thinking, and systems thinking, it means we can improve our decisions and we would make better decisions and improve our performance. It makes good business sense.

Congratulations on your silver NDEI® award! It shows that St Oswald’s already has some great neuroinclusion policies and practices. Could you tell us about the areas where you scored highly in the NDEI®?

We scored 77% in Neurodiversity Management, which asks how we support existing colleagues. Our areas of strength included training and adjustments. In 2023, we committed to providing mandatory training to all line managers as part of their annual development programme and providing training to all staff. Our EDI survey results confirmed that people were getting the adjustments they needed.

I am incredibly proud that St Oswald’s Hospice achieved the NDEI® silver award, but I know we can do better! I want the opportunity to improve on what we do already and for our efforts to be externally acknowledged by real experts.

What did you learn from doing the NDEI®?

By taking part in the NDEI®, we learned that our commitment to neuroinclusive practices was already well-embedded, but there is always more that we can do. For example, since participating, we have started sending interview questions in advance and ensuring interview rooms are sensory-friendly.

Personally, I learned that a universal approach to neuroinclusive organisation design benefits everyone, so no one needs to feel singled out.

What would you say to other organisations thinking of taking part?

Go for it! It’s a great way to either start your journey or highlight what you are doing well already and what you can improve upon. What I particularly love about the NDEI® is the opportunity to hear from staff. Ultimately, they are the ones who will tell you what is working and what isn’t, and taking part in the NDEI® will give you the framework and evidence to support your work on neuroinclusion.