When I was asked to write a piece for neurodiversity week my first reaction was a slight nervousness. While I’m pretty open about most things, talking about something that is “wrong” with me or something I struggle with isn’t my most comfortable space.
However, I know around 10% of people are dyslexic, and it’s estimated that 5% of people are dyspraxic (lucky me with both) and it’s in the spirit of normalising and shining a light on these issues that I decided to write this.
These two conditions might not seem like a much of big deal, they have profoundly shaped my life and pushed me to adapt and find strategies to work and communicate effectively. And after years of figuring things out and trial and error, I finally found what makes the biggest difference to me; Choice.
It’s one of the reasons I wanted to work at The People Experience Hub; it’s one of the core tenements of how we make our product, and how we conduct ourselves in a business setting. Here are a few examples to explain:
The Font of All Knowledge
Let's start with fonts. We understand that different fonts affect how we process and understand written information, which is why we offer a range of font options on our platform, including serif, sans serif, and my personal favourite, Open Dyslexic. By allowing users to choose their preferred font we give them the freedom to respond in a way that feels most comfortable to them. But it doesn't stop there, we also offer choices in how users scroll through questions and how much they can zoom in. Accessibility is a top priority for us, and our platform is built to the AA accessibility standards to make sure that anyone can respond to surveys equally.
Welcome to the Dark Side
Now, let's talk about dark mode. This feature has been a breath of fresh air for me, as dark mode not only improves readability but also reduces eye strain, making it easier for me to process information. I was chuffed to bits when we introduced dark mode to the platform and it's easily become my favourite feature when looking around (side note, if I ever happen to show you the platform and you prefer dark mode too, just let me know and I’ll flip the switch!).
Pascal Case
Here's an interesting tidbit about our brand identity: we capitalise our headers. You might wonder what that has to do with inclusivity; well it turns out that capitalising headers makes them easier for me to read and process. Think of it as a shortcut to accessing the information I need quickly and efficiently. You might have noticed that I've even started using PascalCase for my hashtags on LinkedIn. It's a small change, but it's all about actively making our writing and communication more inclusive. If we neglect something as seemingly simple as writing, we might unintentionally exclude people, which is not our jam at all!
Getting Flexible
One huge thing that speaks to the heart of who we are at The People Experience Hub is flexibility. We fully embrace flexible working here, but let me be clear, this isn't about "slacking off" or having a loose work-from-home policy. It's about empowering our team to choose how, where, and when they do their best work. We believe that each person knows themselves best and that by giving them autonomy over their work environment, we encourage a culture of trust and support. This lines up perfectly with our core value of "do the right thing."
In conclusion, choice is the driver that fuels not only my journey with neurodiversity but also our commitment to inclusivity at the People Experience Hub. By providing options and accommodating the needs of folks who might not want to disclose their conditions to the business, we create an environment that is truly supportive and inclusive. Remember, in a world that can sometimes feel dismissive of our differences, we should choose empathy and understanding as our north stars.
Have an awesome day, and as always be excellent to each other.
Discover more on Inclusion and Diversity here