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Chris Quickfall
CEO at Cognassist
Chris Quickfall is a passionate entrepreneur with a focus on cognitive diversity and neurodiversity solutions in education and employment.
He is currently scaling a neuro-inclusion SaaS platform to drive the Cognitive Revolution, promoting diversity of thought for individuals and organizations.
With a background in SaaS, technology, AI/ML, and applied neuropsychology, Chris brings a unique blend of skills and experience to his endeavors.
He pursued a BEng in Mechanical Engineering at Northumbria University, complementing his business acumen with technical knowledge.
Chris Quickfall has held various significant roles in organizations, including Limited Partner at Stage 2 Capital, CEO at Cognassist, and board positions at e-Quality Solutions Group Ltd and British Assistive Technology Association, among others.
His leadership roles at Learning Labs UK, e-Quality Learning, and Invate showcase his commitment to driving innovation and positive change in the industry.
Prior to his entrepreneurial ventures, Chris gained valuable experience as an Undergraduate Mechanical Engineer at Shell, bringing a practical perspective to his work.
Highlights
Why ERG's are crucial for employers to realise their neuro-inclusion goals
Sarah Harnett states that in today's fast-paced business world, neurodiversity is a powerful catalyst for creativity and problem-solving. With around 20% of people being neurodivergent, there's vast untapped potential.
At Cognassist we cement the values of the neurodiversity ERG and help the organisation to increase employee engagement, by providing the training, always on resources and on demand tools that support every employee.
Employee Resource Groups (ERGs) drive awareness, promote inclusion, and integrate neurodiversity into the workplace. ERGs are key in transforming organisational culture and supporting diverse cognitive styles. By leveraging ERGs, fostering vulnerable leadership, and valuing cognitive diversity, companies can create more inclusive, innovative workplaces.
67% of neuro-distinct employees want more support... and whats more, HR leaders that implement this report 35% increased productivity and 31% increased profit.
Everything the Zest's research suggests we deliver at Cognassist, plus a whole lot more.
Zest's report highlights a growing need for employers to better support their neurodiverse employees. According to the survey, 64% of neurodiverse employees feel they need more help at work, while nearly half (49%) feel under-supported. HR leaders are aware of this gap, with 22% admitting to struggling to meet the needs of neurodiverse staff.
As neurodiverse employees become a larger part of the workforce, with 38% of HR leaders reporting an increase in the past year, it’s crucial for organisations to prioritise neuro-inclusion. Dr. Fleur-Michelle Coiffait, a specialist in neurodiversity, emphasises that understanding, supporting, and valuing neurodiverse employees is essential for creating an inclusive and forward-thinking workplace.
Progress has been made, but biases, discrimination, and non-inclusive hiring practices still pose challenges. Dr. Coiffait recommends best practices such as valuing neurodiversity, providing training and awareness, and developing inclusive recruitment processes to harness the unique skills of neurodivergent individuals.
The benefits of supporting neurodiverse employees are clear. The report found that 37% of businesses have already invested in increased support, such as additional mental health resources. HR leaders noted that more neurodiverse employees have led to increased productivity (35%) and profitability (31%). However, there's room for improvement. Nearly half (48%) of neurodiverse employees feel their benefits package is inadequate, and 62% would leave for a company with more inclusive benefits. Personalization of benefits and user-friendly platforms are also in high demand.
Matt Russell, CEO of Zest, urges employers to harness the potential of neurodiverse employees by improving support and reward strategies. Investing in benefits packages not only makes employees feel valued and motivated but also benefits the organsation as a whole.
By prioritising neuro-inclusion and enhancing support for neurodiverse employees, organisations can create a more inclusive, productive, and profitable workplace. Let's embrace neurodiversity and unlock the full potential of all employees.
