Across Chemring, we aim to create a working environment where all employees have the freedom, support, and trust to succeed. We want everyone to feel able to bring their whole selves to work.
One way of helping us feel comfortable and confident to be ourselves at work and let our individual strengths shine is through connection with other colleagues - whether that’s to connect over shared experiences or to understand different ways of thinking or working.
One such way that Roke achieves this is through its Employee Resource Groups (ERGs). The ERGs connect colleagues together around a unifying mission, raising awareness of issues such as gender, ethnicity, and sexual orientation.
We spoke with Paul Leeming, Project Manager at Roke, and Chair of the Neurodiversity ERG (ND ERG), to find out more.
Neurodivergence is the term for people whose brains function differently in one or more ways than is considered standard or typical. There are many strengths and talents that come from thinking and perceiving the world differently.
One of the key challenges facing neurodiverse individuals is having the confidence to share information about their neurodiversity. Explains Paul, “The ND ERG focuses on supporting current and potential Rokies by ensuring Roke is a safe environment for neurodivergent employees to be their true selves. It also welcomes Roke employees who want to learn more about how to support family, friends, or colleagues who have neurodivergent characteristics.
“We hold monthly meetings via Teams, alternating Wednesdays and Fridays to accommodate people’s schedules. There is no requirement for entry. It’s simply about getting a group of people together who either have lived experience of neurodivergence or are interested in understanding more to support others.
“Some of our members are comfortable disclosing their own neurodivergence and sharing their experiences, and we facilitate panel discussions and focused sessions around specific aspects or issues, such as ADHD or how to manage change.”
Nina Bishop-Bolt, Senior Engineer at Roke, joined the ND ERG in late 2022. “Joining the group has literally been life and career-changing for me. I had wondered for the last six months or so if I possibly had ADHD. Thanks to the ADHD panel session, the ERG ADHD Teams Channel, and the ADHD meet-up sessions, I came to the realisation that I really did have ADHD and got an official diagnosis a few months later.
“Understanding myself in this way has done so much for me in terms of my confidence, self-understanding, and handling my self-care better too. The group is doing a great job of pushing awareness across Roke. The sessions also discuss lots of important topics, such as diagnosis pathways and other forms of support for us, our families and our colleagues.
“The work the ERGs do across the business is of immense importance. Lack of understanding and empathy can have significant well-being implications on colleagues, so we should be fostering a culture of acceptance and understanding. Attending the sessions with the ND ERG means I’ve learnt a lot about other ND conditions, too, which has enabled me to become a better line manager. I really think that every single company, without exception, should have ND ERGs in place.”
Adds Paul, “I put myself forward for the position of Chair of the ND ERG as I was previously line manager to an individual with autism and had direct experience of how easily someone could get left behind or not be enabled to work to their strengths because of their neurodivergence. I worked with HR and the individual to see how Roke, as a business, could better support them. It was positive to see that the business changed rather than the individual being forced to change. I saw first-hand how changing small things could really improve the individual experience.”
The ND ERG also played an integral role in getting Roke signed up for the Disability Confident scheme, helping employers recruit and retain great people, challenge attitudes, and increase understanding of disability.
They also enrolled Roke as a corporate member of Neurodiversity in Business, an industry group for organisations to share industry good practices on ND recruitment, retention, and empowerment.
Concludes Paul, “There is still a lot for businesses to understand and learn about neurodivergence and the benefits a diverse workforce brings to the success of an organisation. I would encourage other businesses to explore the opportunities employee groups, like our ND ERG, bring.”