Dr Nancy Doyle
Dr Nancy Doyle
Neurodiverse Chartered Psychologist and a Research Fellow with Birkbeck University.
Dr Nancy Doyle is a Neurodiverse Chartered Psychologist and a Research Fellow with Birkbeck University having completed her Doctoral Research at City University of London on the effectiveness of coaching used as a disability accommodation and hold expertise in organisational and occupational psychology.
Nancy is the CEO and the founder owner of Genius Within CIC, which facilitate successful inclusion through consultancy, workshops and coaching for businesses and employees, working with people who are unemployed or incarcerated.
Dr Nancy Doyle has pioneered the work on Positive Assessment and is passionate about working towards a future where all neuro-minorities will be able to maximise their potential and work to their strengths using The Organisational Science of Neurodiversity: Evidence-based solutions for individuals, teams and professionals.. Work is such an important part of society and identity, and with the challenges the world faces, we need the full range of human capability focused and included.
Nancy helped create and featured in both series of the award-winning BBC Two series Employable Me, where she supported a group of extraordinary job seekers to unlock their own unique talents and abilities in order to secure employment. Syndicated in 2019 in the USA as ‘The Employables”, Nancy continued to deliver the trademark positive assessments and Employable Genius group coaching with some extraordinary individuals as they search for work. The show has been incredibly successful in showing that neurodiversity should not be a barrier to employment.
As the Neurodiversity Movement stands at the intersection between medical and social model, between pathologisation and marginalisation, it’s time to reflect on how the ‘new kid on the block’ of D&I is faring in modern workplaces. The talent narrative has become firmly embedded in popular narratives, but we see a tendency for autism recruitment programs being used as token gestures, masking a need for deeper, systemic change. The social and intellectual norms on which we base our assessment of competence have moved on dramatically: literacy is nearly obsolete due to modern technology, the liberation of remote working demotes the need to sit still and concentrate in loud places. Does this mean that dyslexia, ADHD, Autism will cease to be problematic? Will neurodiversity help shift HR and business practice from legally-compliant disability adjustments to systemic inclusion of a wider range of thinking.