Change your application, interview, and onboarding processes to attract neurodiverse talent

The definition of talent across many organisations is often narrow, and an over-dependence on traditional interviews leads to neurodiverse individuals being disadvantaged. Jasmine Virhia lists small changes to recruitment processes could make it easier for neurodiverse individuals to access employment opportunities

Towards a New Cognitive Neuroscientific Account of Verbal Serial Short-term Memory and Learning: A Perceptual-Motor Approach

Verbal serial short-term memory and learning have, classically, been attributed to the action of a specialised phonological short-term store localised to the inferior parietal lobe. Recently, however, the behavioural hallmarks of a phonological store have been reinterpreted in terms of articulatory planning and perceptual organisation processes. Two fMRI experiments therefore examined whether patterns of neural activation during verbal serial recall can be explained in terms of articulatory planning processes (instantiated via cortico-cerebellar loops) and modality-specific perceptual processes, without invoking a non-motoric and modality-independent phonological store. It was also examined whether the long-term learning of a verbal sequence is associated with a down-regulation of activity in the cerebellum, consistent with research on motor skill automatisation. Activations associated with articulatory rehearsal of a sequence of letter-names during a retention interval were observed in prefrontal area 9/46, the premotor cortex, and cerebellar lobules HVI and HVIIB—all previously implicated in motor planning—with both auditory (Experiment 1) and visual presentation (Experiment 2). Additionally, activation tied specifically to auditory presentation was observed in the premotor cortex, primary auditory cortex and planum temporale, while activation in the premotor cortex, temporo-occipital-fusiform cortex, intraparietal sulcus, Crus II and lobule HVIIB was observed during visual presentation. Contrary to the phonological store theory, no region in the inferior parietal lobe was found to be active during both stimulus-presentation and rehearsal. Instead, different subdivisions of the intraparietal sulcus were associated with the rehearsal of auditory sequences and with the presentation and rehearsal of visual sequences. Only motor-planning regions were consistently active across both input-modalities and trial-phases, whilst distinct regions were active during presentation as a function of input-modality. While behavioural evidence of sequence learning was observed with both auditory (Experiment 1B) and visual presentation (Experiment 2B), changes in neural activity appeared to reflect general task-set, rather than sequence-specific, learning.<br/

When speaking of disability, let people define themselves

As more and more companies adopt inclusion initiatives, the language they use around disability acquires greater importance. How they refer to disabled employees may bring unintended consequences, sometimes increasing marginalisation instead of eliminating it. Jasmine Virhia stresses the importance of listening to how people define themselves. When in doubt, simply ask

How to ensure equal opportunities for disabled employees

A YouGov survey in June 2021 showed that 30% of disabled employees in the UK feel they have been treated unfairly at work during the COVID-19 pandemic. By law, every employer must make reasonable adjustments for disabled members of staff. But the statistics show that employers are not complying. Jasmine Virhia discusses ways to create an inclusive environment to ensure that disabled people are afforded with the same career opportunities as their non-disabled colleagues

How to future-proof your career

The job market is in constant flux; industries change or become obsolete and new technologies emerge and disrupt. In conversation with Jasmine Virhia, Grace Lordan explains what strategies we can put in place now to make sure we hone the business skills necessary to keep us relevant in the workplace in the future

How our mistakes are judged can have lasting career impacts

Mistakes can be opportunities for learning and personal and professional growth. But for that to happen, employees need psychologically safe work environments. Jasmine Virhia and Grace Lordan write that, by fostering acceptance, respect, and open communication, organisations can unlock the full potential of their teams, enabling them to learn from their mistakes and engage in behaviours that drive collaboration and continuous improvement

How to promote an inclusive workplace during Ramadan

In the holy month of Ramadan, fasting Muslims worldwide refrain from food and drink, including water, in daylight hours. To promote a working culture inclusive of all religions, Nikita and Jasmine Virhia offer practical advice on how leaders and employees can support their Muslim colleagues during this period

Should we call time on presenteeism?

Many companies such as Deloitte and Dropbox have adopted a “remote first” approach for their workforce. However, a growing number of firms are now demanding that employees work from the office most of the time. Jasmine Virhia and Grace Lordan warn firms to avoid the pitfalls of presenteeism, when employees feel pressured to be seen in the office, even when working from home would be more productive

How to support employee productivity and inclusion in a fast-changing workplace

Many of the changes to the workplace over the last few years were unexpected, requiring strong leadership skills to navigate unknown territory. Based on previous interviews they have done with 100 employees across financial and professional services, Yolanda Blavo and Jasmine Virhia list five actions leaders can take to improve productivity and the inclusion of all employees

How to decrease the risks to employees’ mental health

Prioritising one’s mental health leads to more sustainable routines, greater life satisfaction and an increase in productivity, whereas continuous stress over extended durations can lead to long-lasting, irreversible health effects, including musculoskeletal and cardiovascular health problems, exhaustion and debility. Arveen Graya and Jasmine Virhia discuss some actions organisations and employees can take to decrease mental health risks