Ever heard of CapGemini UK? You may not have before the recent bumpy headlines rocking its reputation…
Or you’ve known it as a respected and proud IT company strategising for business needs at the technology and engineering frontier; recognised as one of the World’s Most Ethical Companies, to boot. 13 years in a row, no less. It’s highly likely that, among other things, these nominations have been in recognition of its efforts in working for all stakeholders ‘to make a difference… and getting the support you need… we promote diversity, support inclusion…’ (CapGemini, 2025)
But lately you could say that CapGemini had their neurodiversity stars turned into a ‘horror-scope’.
It’s a significant case of Ouch. And Ouch again.
In short, it’s been found to have failed in understanding its duty under the Equality Act (2010) in providing certain reasonable adjustments.
Former executive, Bahar Khorram, at the IT company issued a claim against her employer for failing to make reasonable adjustments in support of her ADHD.
You can find out more about further details of the case here.
But Khorram’s complaint of failure to make reasonable adjustments were judged to be well-founded because her employer did not provide:
- adjustments setting achievable and realistic tasks
- adjustment of neurodiversity awareness training
- adjustment of ADHD awareness training
- adjustment of 6 x 2 workplace coaching sessions focussed on ADHD improvement time management and coping strategies
- adjustment of co-coaching sessions with her line manager
Not only did CapGemini UK lose Bahar’s talents when she left the company, it lost parts of this case, too, because it couldn’t or didn’t take appropriate action to comply with its duty under the Equality Act.
One thing we at Neurodiversity Specialists excel at is knowing what it takes for building neuro-inclusive organisational cultures and attitudes. We are not only able to support businesses meet their duties but also help them foster progressive and inclusive practices.
We do it by promoting and celebrating diversity and difference. How?
Through a comprehensive offer of learning and development options that equip you and your workforce with neuro-affirmative approaches to leadership and management, recruitment, events, training, meetings. Packaged as training, coaching, mentoring – how you need it.
As this case has shown, there’s little congruence between CapGemini UK’s talk and action. In other words, it’s espoused the theory that it promotes diversity and supports inclusion, when, in actual fact, the theory in action (Argyris and Schon, 1974) for the case of Khorram and ADHD had been quite the contrary.
Our ADHD and Autism training could have helped CapGemini so much when it couldn’t walk the walk and talk the talk.
It could help you, too, in making real and impactful both your aspirations and actions for neuro-inclusion.
We can walk the Path to Authentic Neuro-inclusion with you. We’d love to, you know.
