Deloitte Alliance Project
Project
Group Project (Team of 6)
Role
Participated in the UX process, from research to delivering the final solution as part of a team project.
Timeline
5 weeks, 2024
In collaboration with Deloitte, our team developed Paradime, a strategic consultancy service designed to support neurodiverse individuals in large organizations.
Paradime aims to foster inclusivity, enhance workplace accessibility, and create environments where diverse cognitive abilities are empowered to thrive.
Overview
Deloitte proposed some workplace challenges faced by neurodivergent individuals, and our team developed Paradime, a strategic consultancy service designed to address these issues in large organizations.
Paradime aims to foster inclusivity, enhance workplace accessibility, and create environments where diverse cognitive abilities are empowered to thrive. We believe Paradime can offer opportunities to support neurodiverse candidates throughout the recruitment process—from application to career growth—ensuring they can overcome challenges and succeed in an inclusive workplace.
Project Timeline
Secondary Research
Deloitte proposed some workplace challenges faced by neurodivergent individuals, and our team developed Paradime, a strategic consultancy service designed to address these issues in large organizations.
Paradime aims to foster inclusivity, enhance workplace accessibility, and create environments where diverse cognitive abilities are empowered to thrive. We believe Paradime can offer opportunities to support neurodiverse candidates throughout the recruitment process—from application to career growth—ensuring they can overcome challenges and succeed in an inclusive workplace.
More productivity
140%
Neurodiverse individuals offer unique strengths, potentially boosting productivity by 140%, with specialized skills (Everymind at Work, 2021).
Discouraged from applying
88%
Neurodiverse candidates feel discouraged from applying for a job (Westminster ‘AchieveAbility’ Commission for Dyslexia and Neurodivergence (UK), 2018).
Less support from coworkers
50%
workers said they would not feel comfortable recruiting and managing a neurodivergent colleague (Leadership, 2020).
Challenges
🚧
Traditional settings hinder their talents and foster isolation.
Project Goals
Through this project, I aim to achieve the following goals:
Problem Statement
"How might Paradime, a consultancy firm offering strategic guidance globally, support neurodiverse individuals in a large organisation?"
Initial Areas of Focus
We believe there is an opportunity to support neurodiverse candidates throughout the recruitment process, from application to career growth, ensuring they can overcome challenges and thrive in an inclusive workplace.
Hunt Statement
“To research the barriers to entry, challenges and issues faced by neurodiverse individuals in the workplace to identify opportunities for a solution addressing these issues.”
Primary Research
Ethical Considerations:
- Restricted from recruiting neurodiverse individuals as research participants.
- Can recruit experts and professionals with expertise in and working with neurodiversity.
Participant Selection:
- Neurodiversity Specialist at Loughborough University.
- Experience supporting neurodiverse student and staff and conducting courses on neuroinclusion in the University.
Data Collection:
- Conducted a semi-structured interview.
- Drawing inspiration from secondary research to shape our questions while aiming for a comprehensive overview.
Emerging Themes:
Prioritisation Matrix
We mapped interview insights onto a prioritization matrix, evaluating implementation effort against potential impact. This process helped us identify and focus on four key insights afterwards.
Key Insights
Our research revealed a lack of support and clarity around neuroinclusive policies during onboarding. This gap left applicants and employees unaware of available resources, leading to fewer adjustment requests and greater challenges in daily tasks. Consequently, many faced demotivation, impacting their performance or prompting them to consider leaving their roles.
Concept IdeationⅠ
We hosted an ideation workshop to design an inclusive onboarding process for neurodiverse employees. Guided by an HMW question, we used Crazy 8s and Round Robin techniques to generate and refine ideas, resulting in several creative concepts.
Concept IdeationⅡ
Subsequently, we evaluated ideas by the number of pain points addressed, narrowing down to two: a virtual onboarding platform and an emotion logging system. Revisiting research and conducting social listening provided key insights, while a "build it, break it, fix it" exercise refined our concepts.
Ultimately, we selected the virtual onboarding platform as our final focus.
Refined Concept Description
Paradimension revolutionises the onboarding and hybrid work processes with an immersive 3D virtual environment, allowing employees to tour the office, view colleague profiles and customise their own workspace.
Key Features
Persona
Storyboard
Concept Testing
The goal of our concept testing was to assess the effectiveness of the features in improving onboarding. We focused on their functionality and ability to address pain points.
Participants, including a neurodiversity specialist, were presented with a storyboard and asked to verbalize their thoughts. Recognizing the need for personal contact, we suggested offering users the choice between online or in-person onboarding.
User Journey Map
Value Proposition
Fianl Design
