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Embracing Neurodiversity at Sage: My Perspective as an Autistic Colleague, Inclusive Practices, and Future Aspirations

Category: Neurodiversity, Training & Development

Neurodiversity

At Sage, fostering neuro-inclusion is more than a goal, it's a commitment. VP of DEI and Wellbeing, Peter de Norville shares his experience as an autistic professional, highlighting the supportive workplace culture, inclusive recruitment practices, and innovative resources that empower neurodiverse talent to thrive.

VP of DEI and Wellbeing, Peter de Norville

Can you describe your personal experience as a neurodiverse colleague at Sage?

As a person with autism, my experience of Sage has been broadly positive. I think it's easier the more senior you are, I think it's easier the more visible you are, and I think it's easier the more you share how best to interact, to manage, to work alongside you as an individual. This is the 3rd role I've been in where I've shared that I'm autistic. Prior to that, I did what a lot of neurodivergent people do, which is mask the fact that they know they're different, try and play along with the rules that they don't intrinsically understand and try to be like everybody else. For me as an individual, I feel very comfortable at Sage. I shared from the very beginning that I was autistic. The only thing I find that can be difficult is sometimes I'm very concerned that I'm perceived as negative because immediately when somebody says, “Hey, what do you think of this?” I immediately go, “Right, we can do this better, we can do this better, we can do this better, that's very good.” And I'm really focused on the outcome, and I don't automatically think about the thoughts, feelings, emotions of the individuals involved. That can be negative, and I have to very much watch how I give that feedback, but I'm getting better at it. But the flip side of that is, anybody can give me feedback at any time. I am constantly looking for ways that I can do things better. So, if anybody wants to share even better.

What resources has Sage provided to support neuro-inclusion in the workplace?

We have recently submitted our Sage Global Workplace adjustments policy, which specifically calls out neurodiversity as a focus area. And Sage has specific providers who are aligned to this and will support the assessment of any requested adjustments. Sage has also created the Neurodiversity Inclusion Hub to support all colleagues and managers to understand more about neurodiversity in the business. This has been developed alongside our neurodiverse colleagues and signposts information on conditions, stories, tips, techniques, adjustments, and the external support available through our internal employee assistance programme and our external partner, the Business Disability Forum. We also run sessions through our Calm and Working Families partnerships to support the parenting of neurodivergent children. Other resources are more physical. For example, our places strategy and new office blueprint includes specifications and designs that support colleagues who need different processing and sensory spaces.

How does Sage ensure that its recruitment processes are inclusive of neurodiverse candidates?

 
The Diversity, Equity and Inclusion section on our careers site details our diversity and inclusion work, showing that neurodiversity is a focus area for Sage. I really hope that makes neurodiverse candidates feel more included and want to apply for a role with us. As with all our processes, we work on a principle of universal design thinking. So, we don't continually refer to neurodiversity as the reason why our processes are set up in this way, but we consistently share the opportunity for adjustments throughout the process. Our hiring managers undertake inclusive hiring training, which includes practical guidance on techniques that support neurodivergent candidates, such as sharing questions ahead of the interview, offering the ability for an interview to be held online or in person, and if it is in person, candidates can come to the office location for a pre-visit. We also share a neurodiversity hiring checklist as part of the manager training. Another thing that I would love to consider going forward is to remove the need for interviews completely. Perhaps start looking at proof that people can do the work. Come in, code, show us you can do it. Potentially we could look at job trials, but I think ultimately to be truly inclusive, we need to give everybody the opportunity to display their skills and their potential in a way that suits them best which is what we are working toward ensuring we can do fully, here at Sage.
 

How does the commitment Sage has to neuro-inclusion align with its broader diversity and inclusion goals?

 
Our commitment to neurodiversity is absolutely fundamental to our wider diversity, equity and inclusion goals here at Sage. We know there is always going to be somebody who is the best at a job and somebody who is the worst at the job. But the dividing line between the two is never going to be based on the colour of your skin, who you're attracted to, or the way that your brain is wired. And to be successful, we need to hire the best people. But if we can find the best people who can think differently, challenge the status quo, share innovative ideas, identify what we can do better, improve what we're about to do based on previous experience, or because they see the world in a different way, this will help Sage to be successful. At no point do we deliberately choose to elevate one group over another but our universal design thinking enables us to be inclusive to everyone. If we are looking and striving for that diversity of thought, which we are, where better to look than in the neurodivergent community.
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