Chloe Slim, Chair of the Neurodiversity and Disability Employee Resource Group, discusses the group’s importance, hopes for the future and what it means to colleagues across IOP Publishing (IOPP). 

A Space for Support and Action 

“Inclusion is part of how we work every day at IOPP. The Neurodiversity and Disability ERG brings colleagues together to raise awareness, offer support, and to make sure we are doing everything we can to be as inclusive as possible.  

I joined the Neurodiversity and Disability ERG because accessibility and inclusion have always been close to my heart. A family member uses a wheelchair, so I’ve seen firsthand how many environments and systems still fall short of being truly accessible. I don’t want others to face the same barriers we’ve encountered, I want to help drive positive change. 

I also live with chronic pain and was diagnosed with OCD as a teenager. These experiences have shown me how misunderstood and isolating some conditions can be. Flexible working at IOPP has been a huge support for me, and I want to make sure others feel equally supported. 

The group was established at the end of 2023, with the aim to create a space for those with lived experience of neurodivergence or disability, whether personally, through family, or as allies supporting inclusion within IOPP. We’ve got a lovely, active group with around 20 members, bringing together a diverse mix of perspectives. We aim to promote community support and allyship. It’s about raising awareness of workplace experiences and identifying where we can help shape initiatives that make a real difference.  

Turning Feedback into Change 

As a group, one of our key roles is to feed insights and recommendations into IOPP’s wider Diversity, Equity and Inclusion (DE&I) strategy. Depending on the initiative, the group may consult with HR, policy leads, or DE&I representatives to put forward ideas. 

Some of our recent successes include improving transparency in our recruitment process, both internally and externally, so candidates know what to expect. This includes guidance on interview format, dress code, supportive adjustments, and how feedback is shared. 

We’ve also added fidget toys to our meeting rooms and workspaces, giving colleagues a simple way to stay focused and feel more comfortable during meetings. 

We’re also working to create a clearer, more inclusive process for workplace adjustments, an initiative sparked by feedback from our engagement survey. Our goal is to ensure that when work-related adjustments are needed, the process works not just for new starters, but for anyone whose circumstances may change over time. It’s about making accessibility a living, responsive part of our culture. 

Everyday Accessibility: Small Changes, Big Impact 

One of the ERG’s strengths is its attention to the everyday details that shape our employee experience. From encouraging the use of agendas in meeting invites to promoting Microsoft Teams’ transcription service, the group has helped develop practical guides for improving accessibility both for individuals and managers. 

These efforts have also influenced larger projects, like the ongoing redesign of IOPP’s intranet, MyIOPP. Based on colleague feedback, the team has updated colour schemes, improved navigation, and introduced a new “Latest News” section to make content easier to find and more accessible for all. 

Looking Ahead 

Accessibility remains the ERG’s central focus for the year ahead, but just as important is the group’s commitment to community building. It’s incredibly valuable to speak with others who share similar experiences. Whether it’s swapping ideas or simply feeling understood, that sense of connection is something we’re really nurturing. 

The ERG meets bimonthly, with active discussions continuing via Teams channels. Members also contribute to awareness campaigns throughout the year, sharing personal stories and insights tied to key dates on the DE&I calendar, such as the International Day of Persons with Disabilities and Developmental Coordination Disorder (Dyspraxia) Awareness Week from October 6-12th. 

Collaboration and Advocacy 

The ERG works closely with other internal groups, including the Family and Carers ERG, and recently supported IOPP’s partnership with Employers for Carers, a branch of Carers UK. 

The formation of Neurodiversity Champions throughout IOPP is another initiative that we support. These are trained colleagues who offer peer support and advocate for inclusive practices across the business. These champions are separate from the ERG, but they came out of a need we identified. Some of our members are now champions themselves, and it’s great to see that idea take root. 

A Growing Movement 

As the ERG continues to evolve, its impact is already felt. Whether through posters at the Bristol office, contributions to the DE&I conference that took place at the IOP in London, or behind-the-scenes advocacy, the group is helping IOPP become a more inclusive, responsive, and supportive workplace. 

There are lots of things you have to think about when you or someone you know has a disability. Awareness of disabilities has improved societally over the years, but there is still a long way to go. That’s why I really value a group like the Neurodiversity & Disability ERG, so we can share insights and different perspectives. 

I hope to build a sense of community where people feel safe to share, learn, and support one another. Since opening up about my own experiences, I’ve already connected with colleagues who’ve shared theirs, and that’s exactly the kind of environment I want to help foster.”