Advertising and media rely on fresh ideas, and neurodivergent people bring plenty of them. Omnicom Media Group (OMG), one of the world’s largest media and marketing groups, is one of the organisations we’ve been proud to work with, and its approach to neuroinclusion is a strong example for the rest of the industry.
What OMG is doing
OMG has built neuroinclusion into how it works, from education for its people to employee resource groups that give neurodivergent staff a voice. The aim is simple: a workplace where neurodivergent employees can bring their strengths without having to fight the environment first.
Our case study below sets out how OMG approached it, and what other organisations can learn. If you’re new to the topic, our overview of neurodiversity in the workplace is a good primer, and our post on how neurodiversity shows up at work explains what managers might notice day to day.
Read the case study
Why this matters for the creative industries
Agencies sell original thinking, so it makes little sense to run hiring and working practices that screen out people who think differently. Fast-moving open-plan offices, back-to-back pitches and vague briefs can all create barriers for neurodivergent staff. Small changes, like clearer briefs, quiet space and flexibility over how people work, help everyone. Ignoring this has a cost, which we set out in the hidden cost of ignoring neurodiversity.
How Enna can help
Want to follow OMG’s lead? Our neuroinclusive collaboration workshop is a good fit for agency teams that work across clients and disciplines, and our employee resource group training helps networks like OMG’s make a real difference.
To see where your organisation stands today, try our free neuroinclusion maturity assessment, or book a call to talk about your plans.
