Company name : NORTHERN TRUST GLOBAL SERVICES SE
Activity sector : Financial and insurance activities
Company category : Large company
Description of the action
We believeinclusion is a catalyst for collaboration and innovation, enabling us to effectively
understand and achieve our clients’ unique goals with tailored solutions for long-term value. With
diverse perspectives, skill sets and experience embedded in our workforce and extended
throughout our supply chain, we strengthen our client service and capabilities.
Context
Objectives
We aim to provide career opportunities for people with autism, dyslexia, attention deficit hyperactivity disorder and other forms of cognitive diversity.
Approach
We also launched a neurodiversity awareness program in India, using a variety of learning methodologies including storytelling, panel discussions, expert-led workshops and a neurodiversity learning hub.
Our EMEA Neurodiversity Champion Network represents employees at all levels and across
all businesses and is trained to provide support on matters related to neurodiversity.
Impact
Inclusive company culture andequal opportunities for all.
« To do »
1. Establish Neurodiversity Support Networks
Create dedicated networks or champion groups (like the EMEA Neurodiversity Champion Network) that represent neurodiverse employees at all levels and provide trained support on neurodiversity-related matters. This helps ensure neurodiverse employees have advocates and resources within the organization.
2. Offer Tailored Awareness and Education Programs
Launch neurodiversity awareness programs using varied learning methodologies (storytelling, panel discussions, expert-led workshops, learning hubs) and provide on-demand content (articles, videos, webinars) to deepen understanding and reduce stigma. This fosters a culture of acceptance and inclusion.
3. Promote Inclusive Career Opportunities
Intentionally provide career opportunities for people with autism, dyslexia, ADHD, and other forms of cognitive diversity. Ensure recruitment, development, and retention practices are accessible and supportive for neurodiverse talent.
« Not to do »
