Cushman Wakefield

‘’We approached Radical to help us increase the representation of neurodivergent colleagues within our UK Facilities Management department as part of our wider DEI strategy. 

Instead of a ‘band aid solution’ of simply filling some vacancies, we partnered together on a consultancy ‘deep dive’ to understand our end-to-end candidate attraction, engagement, recruitment, and onboarding processes. It also covered considerations like leadership capabilities, team culture and staff training needs, all of which are relevant to inclusive recruitment.

A particularly valuable aspect of Radical’s approach was that neurodivergent colleagues within our business were consulted. This was done in a respectful way that ensured that those with lived experience as both candidates and colleagues felt psychologically safe to be involved. This insight from neurodivergent colleagues was captured, along with other contributors, and used to inform the Radical’s recommendations. 

Their report outlined our strengths, as well as recommendations to make our existing practices more accessible, and provided tangible examples as points of reference throughout. The recommendations went beyond the original scope, recognising that the impact of one policy or process is often determined by the efficacy of others.

We are using the report to develop a phased plan of work to improve our candidate attraction, engagement, and recruitment practice across the department.”