• We use Objective Recruiting practices universally, including structured interviews with scoring rubrics, multimodal communication options, and job tests for all applicants and all roles, ensuring a fair and transparent process.
  • We developed Inclusive Agile practices for our project teams, in order to remove those aspects of Agile and Scrum that can be counterproductive for neurodivergent engineers and improve the wellbeing and productivity of our cognitively diverse teams.
  • We are developing Design for Neurodiversity (DfN), a new pedagogy for experience design, and applying DfN to redesign our business processes in ways that resolve ambiguity, create engagement, increase autonomy and reduce sensory load