Commitment to Research and Best Practices
Research is a cornerstone of our approach at the Diverse Minds Group. By staying informed about the latest studies, government reforms, and industry best practices, we ensure that our strategies are effective and aligned with broader efforts to support neurodivergent individuals. Our commitment to research allows us to continuously improve our services, advocate for necessary changes, and ultimately make a significant impact in the lives of those we serve.
The Diverse Minds Group is aligned with current government initiatives and best practices, enhancing its commitment to fostering an inclusive and supportive employment landscape for neurodivergent individuals.
Authenticity
Genuine, literal communicators Enhance transparency and trust
Hyper-Focus
Intense concentration on tasks Effective in distracting environments
Simplifies Management
Thrive in structured settings Simplifies management
Competitive Advantage
Unique talents provide a strategic edge Foster significant innovation and improvement

Loyalty and Trustworthiness
High employee retention Less likely to job-hop
Attention to Detail
Recognise patterns and errors Improve quality and efficiency
Innovative Thinking
Unconventional, creative thinkers Drive innovation and new ideas
Strategic Value
Authenticity enhances credibility in a superficial world Large corporations benefit from showcasing inclusivity
Some Advantages of Working with Neurodivergent Individuals
Selected Case Studies
"Transforming Support: The Health and Disability White Paper," 16 March 2023, Presented to Parliament by the Secretary of State for Work and Pensions by Command of His Majesty
The most recent UK governmental reforms, detailed in the "Transforming Support: The Health and Disability White Paper," demonstrate a significant commitment to enhancing support systems for individuals with ND conditions. These reforms aim to create more personalized and effective services, enhance healthcare and employment access, and promote greater independence and societal participation.
New advances in the diagnosis and treatment of autism spectrum disorders
'Social integration and employment of adults with ASD
The social integration and employment of adults with ASD is a current focus of attention in ASD research and social services. For many adults with ASD, social integration challenges include establishing stable relationships, participating in community activities, and finding and keeping a job. Although adults with ASD may have unique skills and interests in specific areas, social communication deficits and fixed patterns of behavior may make it difficult for them in traditional work settings. In recent years, more and more organizations and businesses have begun to recognize the value of diversity and inclusion and are working to create work environments that are better suited for adults with ASD. This includes providing flexible work arrangements, clear communication guidelines, and individualized support measures such as workplace co-worker support and professional career counseling. In addition, social service programs and non-profit organizations offer training and job readiness programs specifically designed for adults with ASD to help them develop necessary vocational skills and social competencies. Through these efforts, adults with ASD will not only be able to find jobs that meet their interests and abilities, but also find a place for themselves in society, enhancing their independence and life satisfaction. However, the realization of this goal requires sustained social awareness-raising and the construction of an ASD-friendly environment'
https://link.springer.com/article/10.1186/s40001-024-01916-2
“The Buckland Review of Autism Employment: Report and Recommendations,” 28 February 2024
The Buckland Review of Autism Employment, a UK government publication, provides several key insights and recommendations:
Recognition of Barriers: The review highlights specific barriers that autistic individuals face in securing and retaining employment, including lack of understanding from employers, inflexible recruitment processes, and inadequate workplace support
Recommendations for Employers: It recommends that employers adopt more inclusive hiring practices, such as tailored job descriptions, adjusted interview techniques, and flexible working conditions, to accommodate autistic individuals' unique needs.
Collaboration with Specialist Organizations: The review encourages employers to collaborate with specialist organizations that can provide expert advice and support in understanding and implementing best practices for autism employment.
The UK Government recognizes its role in facilitating employment opportunities for autistic individuals through incentives for employers, funding for support programs, and public awareness campaigns about the capabilities and potential of autistic workers.
For the Diverse Minds Group, these initiatives are crucial as they align with our mission to empower neurodivergent individuals. By adapting to and advocating within these reformed frameworks, we can better support our candidates in achieving successful careers and fulfilling lives, reinforcing our role in fostering a diverse and inclusive workforce.
"Outcomes for disabled people in the UK: 2021," Office for National Statistics, 2021
According to the "Outcomes for disabled people in the UK: 2021" report, the employment rate for autistic individuals aged 16 to 64 years is 29.0%. This figure indicates that autistic individuals face significant challenges in the labor market, highlighting the need for targeted employment support and interventions.
“Study links cord blood lipid levels to early ADHD and autism symptoms,” News Medical Life Sciences, Pooja Toshniwal Paharia, January 12, 2024
In a prospective birth cohort study published in eBioMedicine, researchers investigated the relationship between cord blood lipid profiles and the development of attention-deficit/hyperactivity disorder (ADHD) and autism spectrum disorder (ASD) symptoms at the age of two. The findings indicated that certain lipid modules, particularly acylcarnitines, were significantly associated with ASD and ADHD symptoms. Higher levels of these lipids at birth mediated the effects of prenatal and perinatal risk factors, such as maternal inflammation and socioeconomic status, on neurodevelopmental outcomes. These results underscore the critical role of lipids in early neurodevelopment and suggest potential pathways for the pathogenesis and prevention of ASD and ADHD.
Neurodiversity at Work 2023: Demand, Supply and a Gap Analysis, Professor Almuth McDowall C.Psychol., Professor Nancy Doyle C.Psychol., Dr Meg Kiseleva. 2022 Neurodiversity in Business Report Commission. Sponsored by Rolls Royce, McDonalds and Sage.
The 2023 Neurodiversity in Business (NiB) report, commissioned by Neurodiversity in Business and sponsored by Rolls Royce, McDonald's, and Sage, highlights the importance of neuroinclusion in the workplace. Conducted by Birkbeck, University of London, the study surveyed 1,117 individuals, including 990 neurodivergent employees and 127 employers, between November 2022 and January 2023. The report emphasizes the strengths of neurodivergent employees, such as creativity and innovation, and identifies key challenges, including low wellbeing and career progression barriers. It underscores the need for tailored adjustments and psychological safety to enhance employee retention and satisfaction. Recommendations include integrating neuroinclusion into corporate strategy, providing specific training for managers, and fostering a supportive organizational climate. The report calls for continuous monitoring and improvement of neurodiversity practices, advocating for a proactive and inclusive approach to harness the full potential of neurodivergent talent.
60 MINUTES - ANDERSON COOPER WITH AUTONOMY WORKS
Recruiting business talent on the autism spectrum
Many adults with autism have a hard time finding a job, but more companies are discovering the unique skills and potential people with autism offer.
JP Morgan Chase -
Autism at Work
This program began in 2015 and today is a global strategy that identified new ways to support and advance neurodiverse employees.
Barriers to and Facilitators for Finding and Keeping Competitive Employment: A Focus Group Study on Autistic Adults With and Without Paid Employment
The aim of the study was to gain more insight into barriers to and facilitators for finding and keeping competitive employment for autistic adults. Research questions were: (1) What barriers and facilitators do autistic adults report in finding and keeping competitive employment?; and (2) What are differences and similarities between autistic adults with and without paid employment regarding barriers and facilitators for sustainable employment?
https://pubmed.ncbi.nlm.nih.gov/38568404/
Autism is associated with in vivo changes in gray matter neurite architecture
Postmortem investigations in autism have identified anomalies in neural cytoarchitecture across limbic, cerebellar, and neocortical networks. These anomalies include narrow cell mini-columns and variable neuron density. However, difficulty obtaining sufficient post-mortem samples has often prevented investigations from converging on reproducible measures. Recent advances in processing magnetic resonance diffusion weighted images (DWI) make in vivo characterization of neuronal cytoarchitecture a potential alternative to post-mortem studies. Using extensive DWI data from the Adolescent Brain Cognitive Developmentsm (ABCD®) study 142 individuals with an autism diagnosis were compared with 8971 controls using a restriction spectrum imaging (RSI) framework that characterized total neurite density (TND), its component restricted normalized directional diffusion (RND), and restricted normalized isotropic diffusion (RNI).
https://onlinelibrary.wiley.com/doi/10.1002/aur.3239
News Articles

Can artificial intelligence help shape a more inclusive workplace for neurodiverse professionals?
Research suggests that 15% to 20% of the global population have some form of neurodivergence. Business leaders have to consider their company strategy to building more accommodating workplaces for neurodiverse talents while also acknowledging that 15-20% of their customers also likely have some form of neurodiversity.

Traditional recruitment processes create barriers
Recruitment processes are outdated
“Our research shows that traditional recruitment processes are creating unnecessary barriers for neurodiverse candidates and could be excluding as much as 15% of the job market,” says Steve Collinson, chief HR officer at Zurich. “This is why it’s so important that employers adopt inclusive practices at the hiring level – not just to already onboarded employees.”







How To Create A More Inclusive Work Environment For Neurodivergent Employees
While often associated with autism spectrum disorder, neurodiversity also encompasses other neurological or developmental conditions, such as attention-deficit/hyperactivity disorder, dyslexia, dyspraxia, Tourette syndrome, epilepsy and bipolar disorder.
According to reports, between 10% and 20% of the world’s population is neurodivergent.

Address other significant barriers disabled people face, such as employers’ negative attitudes, inflexible working practices, and backlogs getting the right support”.
Work and Pensions Secretary Liz Kendall will today warn rising economic inactivity is “holding Britain back” and will say tackling the causes is a top priority for the new government.
Councils and Mayors will be tasked with providing localised and tailored support to get people into employment, under Labour’s plans.
