![]() In particular, the pandemic demonstrated the immense potential for better accommodation of neurodiverse lawyers through adopting more flexible working arrangements. This lack of progress is particularly stark in the area of neurodiversity, which refers to the inclusion of lawyers who do not experience life and the workforce as a neurotypical person would, for reasons such as living with autism, ADHD or dyslexia.ĭespite being a challenging time for many lawyers and the profession at large, the COVID-19 pandemic and the resultant global lockdowns have highlighted many possibilities for innovation that were once thought unthinkable, including in the area of disability. ![]() A Return on Disability Group report claimed that while 90% of companies are pushing for stronger Diversity and Inclusion initiatives, only 4% actually consider disability in their plans. ![]() But while gains are being made on diversity fronts such as gender, race, sexuality and socio-economic background, one area that is lagging behind is disability. It is long overdue, but top law firms are finally appreciating the benefits of embracing diversity in their hiring, recognising that to get the best talent they need to both ensure their workforce reflects the full breadth of society and also that a diversity of perspectives and backgrounds creates a dynamic environment that promotes innovation and creative solutions. ![]() ![]() Written by Rubsat Amin and edited by Sam Bookatz ![]()
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