• Tech support: Use tools like voice recognition software or colour-coded systems. • Awareness training: Educate teams on neurodiversity to reduce stigma and foster collaboration. • Open-minded problem-solving: Encourage diverse perspectives—some of the best ideas come from thinking differently. Momentum Since the Campaign Launch Since its launch at the start of the year, the Level the Field campaign focusing on Neurodiversity has gained traction across the industry. Our Managing Director, Grace Nugent, attended a roundtable event in London, joining leaders from organisations like Arla, Lantra, FCN, DEFRA, and Farmers Weekly. The agenda included a keynote from Caragh McMurtry, Olympic rower and CEO of Neurodiverse Sport, and collaborative work on a neurodiversity charter for agriculture. The event underscored the sector’s commitment to meaningful change. Practical Tools for Employers The newly released Neurodiversity-Friendly Recruiting Guide—developed with input from De Lacy—offers actionable advice for employers. It includes: • Tips for writing inclusive job ads • Interview adjustments to reduce stress • C ase studies like SunPork Farms in Australia, which redesigned its hiring process to attract autistic candidates • R eal-life stories, including Nelius Robbertze, who found the right role through De Lacy and now thrives with tailored support The Role of Personality Profiling Tools like DISC profiling help employers understand how candidates think and communicate. Used by farms like Castle Hayes and managers like Will Sanders, this approach improves team cohesion and retention by matching roles to individual strengths. Looking Ahead: Lasting Change The Level the Field campaign has driven real progress. We’ve helped raise awareness, shaped national conversations, and contributed to practical resources that are already making recruitment more inclusive. Through events, partnerships, and case studies, we’ve learned how small changes— like flexible interviews and tech support—can unlock big potential. These insights have reshaped how we recruit, and they’re now embedded in our everyday practice. At De Lacy Executive, inclusive recruitment isn’t a project—it’s our standard. We’ll continue to champion neurodiversity, support employers, and help build agricultural teams that thrive through difference. We’re proud of what we’ve achieved—and we’re committed to keeping the momentum going. 11 25 Years of De Lacy Executive recruitment
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