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by Francis McGee, Executive Chair of GAIN
When you get an email from GAIN, or one of our team, take a closer look. You’ll see its from @gaintogether.org. That “together” is part of who we are, and the core of what we do.
Let me explain.
As the year comes to a close, we have grown to over 32 corporate members, including many of our industry’s biggest names. We have over 1,000 individual members, over 3,000 followers on LinkedIn, and 1,100 + subscribers to this newsletter.
In 2023, GAIN has blossomed into a community. A community that comes together in our monthly coffee chats, and in our practical corporate and individual workshops and roundtables. A community that shares the personal experiences and challenges of being neurodivergent at work in a safe and supportive space. A community motivated to identify, spotlight and promote the best neuroinclusive practices, exchange new ideas and develop practical solutions together.
Our company benchmark programme is building momentum (4 done; 4 more queued.)
Our mentorship and reverse mentorship pilots are underway.
Our member events have focused on recruitment practices, from the point of view of corporates and individuals, and on rising talent.
We have our own podcast.
We have made our insights available in Bite Size videos, boiling down the key learnings from our interactions across the market.
In 2023 our community has started to feel like a movement. We have advocated for neuroinclusion with industry leaders, regulators and policymakers.
We’ve input into the Buckland Review and the FCA’s Diversity and Inclusion consultation.
We’ve led or participated in 26 industry events in the last 3 months alone.
We raised our voice through our ‘Uniquely You’ Campaign over Dyslexia and Dyspraxia Week and ADHD Awareness Month, highlighting skills and talents of neurodivergent individuals already working in the sector and raising the profile of corporate members of GAIN.
We have joined forces and resources with fellow advocates and are proud partners of organisations that make the weather in our sector and beyond: the CII, the Institute and Faculty of Actuaries, the investment industry’s Diversity Project, the ABI.
So at the end of 2023 I want to celebrate all the members of our community. Our members are spearheading change. Our individual members who work for our corporate members score their employers higher for inclusive practices and culture than those who don’t. Yet our corporate members still want to improve, and also share their success. Our partners help that improvement. This isn’t just a virtuous cycle, it’s a virtuous cyclone.
I also want to celebrate the GAIN Team. I only joined in August, so the plaudits for this great year go entirely to them. A team built on lived experience and powered by passion. A team that’s 100% professional but actually 75% volunteers.
I’m excited for 2024. The Buckland Review is expected early in the New Year, exhorting all employers to build employment opportunities for neurodivergent people. We’ll get the regulator’s final rules on D & I strategies and metrics. We’re about to start a conversation with members about our priorities and focus for the next 3 years. Our individual members have shared their thoughts by replying to a detailed survey. Our corporate members are joining us for a Round Table on [13] December (a few spaces left, but going really fast – sign up now!). Likely areas of discussion include:
Building GAIN as a hub. We can’t hope to do everything ourselves, so we want to help members access the support they need from experts,
Building the industry’s talent pool so we can address the industry’s talent needs with the super-powers of neurodivergent individuals,
Priority areas for improving practices and approaches,
Developing new ways to be involved. New types of membership, exciting sponsorship opportunities, industry working groups, our growing Ambassador programme,
Demonstrating our leadership as a neuroinclusive sector and measuring our progress.
When GAIN started, we asked a group of senior leaders three questions: do you agree that the talents of neurodiverse individuals match the talent needs of the industry? Answer – Yes. Do you agree the time to start closing that talent gap is now? Answer – Yes. Do you agree it should be an industry-wide effort? Answer – Yes.
Our blossoming community has grown from those three yeses. If you answer yes as well, get involved. And pass the word around.
Francis McGee, Executvie Chair of GAIN
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