WELCOME to Beyond-Impact.
Neurodiversity and Disability D.E.I.A.
Beyond-Impact applies a neurodiverse lens to corporate policies, practices, products, and services, to open the barriers to entry for employees and potential customers.
We recognize the power of diversity, equity, inclusion, and accessibility (D.E.I.A. or the newer acronym, I.D.E.A.) and more importantly, we know neurodiversity and disability inclusion will give your company an even greater competitive edge.
When we succeed in neurodiversity and disability inclusion, your company will have a more welcoming culture of equitable opportunities for all disenfranchised communities, and a better bottom line.
We are delighted to be on this journey with you.
The Great Resignation, dwindling talent pools, financial underperformance, and negative brand experience is the result of systemic barriers in organizational culture. You realize organizational change is required to address the root cause.
Beyond-Impact's team brings 20+ years of lived and learned neurodiversity and disability DEIA experience, successfully building neurodiversity and disability inclusion programs for Fortune 500s.
USE A NEURODIVERSE LENS TO OUTPERFORM.
A neurodiverse lens allows companies to look at their current:
systems through the experience (lens) of a neurodiverse and disabled person.
Through a neurodiverse lens, Beyond-Impact brings deep, personal, and business experience to build strategies and identify the systemic barriers blocking true diversity, equity, inclusion, and accessibility.
WHAT IS NEURODIVERSITY?
Neurodiversity is the umbrella term for the following medical disorders:
Autism, Autism Spectrum Disorder, dyslexia, dyscalculia, epilepsy, hyperlexia, Dyspraxia, ADHD, ADD, OCD, Tourette syndrome, bipolar disorder, severe anxiety, and depression.
The medical model is flawed as it is set to "fix" the person with the disorder to be more "normal." This perpetuates the social stigma against neurological differences and people with disabilities.
We believe in the biopsychosocial model; there is an interconnection between biology, psychology, and socio-environmental factors.
A simple example is:
A person in a wheelchair is trying to go to an interview. When they arrive, there are only stairs.
The person's disability is not the reason they can not attend the interview. The inaccessible building and society not prioritizing accessibility for all is the real problem.
A more complex example is:
An autistic college graduate is looking for a job. They have all the skills required for the role and land an in-person interview. The candidate is awkward shaking hands and doesn't make eye contact.
The first question asked is, "Tell me about yourself." This question does not mean anything, yet it is the profoundly flawed opening question for most interviews. The lack of specificity may have the person talk about their cat, their trip to the interview, or what they are wearing. They may stare into space before answering.
Within 40 seconds, this highly qualified person has already failed the interview because of the lack of an accessible interview and the failure of the interviewer to understand neurodiverse behaviors. The lack of neurodiversity awareness and accessibility becomes this person's lack of access.
It also is the reason many companies are losing the war for talent.
We can help your team learn how to address the above scenarios and so much more.
WORK WITH US.
We meaningfully partner with organizations to implement proven D.E.I.A. strategies unleashing the power of the entire talent pool into your organization, products, markets, customers, and communities.
The organizational readiness for neurodiverse and disability inclusion results in greater access for all marginalized communities, by addressing the root causes of systemic barriers.
Click on the buttons below to learn more about each of our services.
WE ARE VALUABLE.
We are proud to announce Beyond-Impact is listed on the Valuable Directory-a unique resource featuring expertise within digital, physical and cognitive accessibility, as well as tools for inclusive recruitment and branding practices.
As one of only 77 successful organisations globally, we are proud to have been selected by an independent expert review panel.
Our appointment shows our ongoing support to ending disability exclusion, and we look forward to working with the Valuable 500 companies to achieve this.
THE BOTTOM LINE
Many people think disability inclusion is the "right thing to do", but actuallly it's a business imperative. To help you build your case for disability inclusion, here are some fantastic outcomes:
Perform on par or better than their non-disabled colleagues by 90%
stay on the job 48% longer than those without disabilities
40% less absenteeism and
34% fewer safety incidents. (American Society of Safety Professionals, 2012)
Talk to us and see what we can do to help you achieve better business practices through neurodiversity inclusion. Click here for our email.